U.S. flag

An official website of the United States government

Here's how you know

Official websites use .gov A .gov website belongs to an official government organization in the United States.

Secure .gov websites use HTTPS A lock ( Lock A locked padlock ) or https:// means you’ve safely connected to the .gov website. Share sensitive information only on official, secure websites.

  • A–Z Index
  • Operating Status

Search Button

Resources For

  • New / Prospective Employees
  • Federal Employees
  • HR Professionals

Job Analysis

Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.

Job analysis data is used to:

  • establish and document competencies required for a job;
  • identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and
  • provide a source of legal defensibility of assessment and selection procedures.

Information from a job analysis can also be used to determine job requirements, training needs, position classification and grade levels, and inform other personnel actions, such as promotions and performance appraisals.

For in-depth, step-by-step instructions for conducting a job analysis, please refer to Appendix G in the Delegated Examining Operations Handbook .

Training Presentations

  • Learn more about how to conduct a job analysis with this presentation.
  • Need help getting started? This checklist goes over six steps to conducting a job analysis.
  • Need to conduct a job analysis for multiple grades of the same series? You can save time by following the steps in this checklist for  conducting job analysis across multiple grades .

Related Information

  • Delegated Examining Operations Handbook
  • Uniform Guidelines on Employee Selection Procedures

Free Job Analysis Templates

By Becky Simon | June 7, 2018

  • Share on Facebook
  • Share on Twitter
  • Share on LinkedIn

Link copied

A job analysis examines all aspects of a particular job, including the activities involved in carrying out the job, the environment in which the job is performed, and the required qualifications.

Below, you’ll find a variety of free, customizable job analysis templates available for download in Excel, Word, and PDF formats. These templates can are easy to use yet professionally designed to help you create a systematic job analysis process.

Job Analysis Template

Job Analysis Template

Use this template to create a comprehensive job analysis report that covers the core tasks and competencies, physical demands, necessary education, and other requirements. The template can serve as a starting point for creating your own customized form. Include signature lines at the bottom of the template if you want to document approval or completion dates.

Download Job Analysis Template

Word | PDF | Smartsheet

Simple Job Analysis Template

Simple Job Analysis Form

If you need to complete a basic job analysis with less detail than the templates offered above, this form provides a simple outline to follow. It may be useful for analyzing jobs that are less complex, creating simple job descriptions, or abridging information from a more thorough analysis in a brief summary report. Edit the form to include whatever information is relevant for the job you are analyzing and the purpose of the analysis.

Download Simple Job Analysis Template

Excel | Word | PDF | Smartsheet

Employee Job Analysis Template

Employee Job Analysis Template

This job analysis is designed to allow an employee to answer questions about their job, such as duties and responsibilities, the amount of time spent on various tasks, the experience needed, and the people who they communicate with (either internally or externally). Other questions may relate to skills, knowledge, and certifications required for the job. The template can also be used for an interview format in which the interviewer asks employees questions, discusses the answers, and then records those answers.

Download Employee Job Analysis Template

Job Safety Analysis Template

Job Safety Analysis

A job safety analysis (JSA) helps identify and address potential hazards that might result from various job tasks. On this template, record the tasks or sequence of steps involved in a job, the potential dangers, and the actions that can be taken to control or remove the safety issues. This hazard analysis template also includes space for listing personal protective equipment needed for the job and details, such as the job location, the date of the analysis, and the name of the person who completed it.

Download Job Safety Analysis Template

Excel | Word | PDF

Job Task Analysis Worksheet

Job Task Analysis Worksheet

This job task analysis template includes rating scales for evaluating the importance and frequency of various duties. The importance scale ranges from “not important” to “extremely important,” and the frequency scale ranges from “every few months” to “many times per hour.” Both factors can also be marked as “not performed,” and you can modify the scale to suit a particular job. Organize and analyze tasks for any job using this simple template.

Download Job Task Analysis Worksheet

Job Task and Competency Analysis

Job Task and Competency Analysis

Analyze tasks and competencies to better understand the relationship between the two. List the job tasks on the left side of the template, add competencies to the top portion of the template, and then use the rating scale to evaluate the importance of each competency for a given task. This process can help illuminate how core tasks and competencies are linked.

Download Job Task and Competency Analysis

Benefits of a Job Analysis

Any type of analysis involves breaking down a whole into parts in order to understand the relationships among the different parts. An important part of human resource management, a job analysis can help a company thoroughly understand the responsibilities involved in different roles, allowing for more accurate job descriptions, effective training materials, clear expectations for employees, and informed hiring decisions.

A job analysis can also help ensure that a new candidate for a position has the essential qualities and experience required and that the pay grade for a job is appropriate. A job analysis can also be used to examine how a job could be improved by adjusting a process or work environment or delegating responsibilities.

Understanding the Job Analysis Process

There are a few methods for carrying out the job analysis process. In some cases, an analyst may observe a job being performed and record those observations. Other options include interviewing individual employees or groups about the jobs they perform, having employees fill out a job questionnaire, or asking employees to keep a daily record of tasks performed. Technical experts or written materials related to industry or performance standards may also be consulted in order to collect information about the characteristics and requirements of a job.

The basic job analysis process involves gathering information about a job, including a detailed list of tasks and related competencies, and then using a rating scale to determine the frequency and importance of those required tasks. A task analysis is one component of a job analysis, but it may also be conducted separately in order to evaluate a work process or get a better understanding of certain tasks. Here is an example of a job analysis that shows tasks and related competencies for the purpose of identifying what requirements a new employee would need to meet:

Employees do all kinds of activities throughout a day, and some tasks are obviously more important than others for successful job performance. If you are conducting a job analysis to determine which tasks are critical to a job, here is an outline of the steps you can take:

  • List the required tasks for a job.
  • Rate each task based on how important the task is and how frequently it is performed.
  • Calculate the average rating for each task, excluding any that were rated as “not performed.”
  • Determine which tasks are critical to the job by including only those that meet a minimum average score. (Determine that threshold based on the type of rating scale used in the analysis.)
  • Use the same process to identify and rate competencies in order to determine which ones are critical to the job.
  • Connect the critical tasks with the critical competencies based on what competencies are required to complete each task.
  • Eliminate any tasks and competencies that are not linked.

You can use this kind of detailed task analysis to streamline work processes and increase efficiency. It can also reveal which activities and competencies need further assessment beyond using a basic rating scale. The main purpose of a job analysis — whether your intention is to hire a new employee, enforce safety standards, or evaluate a pay scale — is to collect job information that can be analyzed effectively in order to meet your objective.

Creating a Job Analysis Template

Since both the type of job and purpose of an analysis will vary, there is not a one-size-fits-all template solution. But, there are similar elements typically included in a job analysis. Here is a list of items that you may want to include depending on the job and your reason for conducting an analysis:

  • The Basics: Information like the job title, associated department, name of supervisor, and names of employees interviewed or observed may all be included as identifying information. You may also want to include the salary range for the position.
  • Summary of Job Scope: A brief summary of the job’s purpose and responsibilities provides an overview and context for the analysis.
  • List of Tasks: You may provide a short description of each task, in addition to the frequency of job duties performed.
  • Work Contacts: This may include people who are contacted by the person performing the job, along with the reason for and frequency of contact to determine the importance of the communication and the skills required.
  • Decision-Making Authority: You may include information on the reporting structure for the job, supervision received, employee’s latitude for making important decisions, and other factors.
  • Supervisory Responsibility: If the job involves supervising others, you may list the names of those employees. This is also an opportunity to examine the level of supervision and the type of work direction being offered.
  • Physical Effort: Whether the job entails sitting for long periods in front of a computer or doing manual labor, this section can outline the physical demands involved, including detailed information on bodily positions required, such as bending, lifting, or working in cramped spaces.
  • Tools Used: This may relate to physical effort as well as skill, outlining the tools and equipment used on the job.
  • Work Conditions: This applies to the work environment, including safety considerations and the amount and quantity of exposure to noise, vibration, dust, or fumes.
  • Education and Experience: This includes specific education or training requirements to perform the job as well as the number of years or type of experience needed.
  • Skills: Knowledge, skills, and abilities (KSAs) are often grouped together, along with the competencies required to complete tasks. Skills can include the use of specific software or the ability to type, speak a certain language, or communicate effectively over the phone.
  • Other Requirements: An additional section may be needed for requirements that don’t fit neatly into one of the above categories, such as frequent travel.
  • Rating Scale: A rating scale is typically used throughout an analysis form to determine the frequency and importance of tasks performed, skills used, or hazards encountered.

A job analysis that is focused on creating a job description or hiring the right person may also include information on personal qualities that are required or preferred, such as being detail oriented. Creating an organized template can help standardize procedures, making it easier to implement and repeat the job analysis process.

Improve Job Analysis with Smartsheet for Human Resources

Empower your people to go above and beyond with a flexible platform designed to match the needs of your team — and adapt as those needs change. 

The Smartsheet platform makes it easy to plan, capture, manage, and report on work from anywhere, helping your team be more effective and get more done. Report on key metrics and get real-time visibility into work as it happens with roll-up reports, dashboards, and automated workflows built to keep your team connected and informed. 

When teams have clarity into the work getting done, there’s no telling how much more they can accomplish in the same amount of time.  Try Smartsheet for free, today.

Discover why over 90% of Fortune 100 companies trust Smartsheet to get work done.

Vervoe logo

11 min read

How To Conduct an Effective Job Task Analysis in 8 Easy Steps

how to create a job analysis report

Identify and interview subject matter experts (SME)

A subject matter expert (SME) is an employee at your company who has been in the role and can understand the industry best practices involved with performing at a high level. This person might be the current employee in the role, the employee’s manager, or someone who started in the role and advanced to a higher position successfully. Ideally, you’ll be able to talk to a few people to understand what the day-to-day activities of the role look like. 

In this phase, simply create a list of primary sources with whom you’d wish to speak. You’ll want to conduct your own research and observations before meeting with these SMEs. 

Observe the job

The next step of the job task analysis is to observe the role yourself. If this role is currently filled, shadow the employee for a day to get a sense of their activities for yourself. What job tasks does the person do during working hours? 

This step may not be possible if your company is working remotely. If you can’t physically shadow someone, ask them to share their calendar with you or if you can attend some of their virtual meetings. Watch for tasks or activities that an employee is performing that they may not be aware are part of the job duties. For instance, if you see someone taking notes in a meeting, but that’s not listed in their job description, record that observation for future reference. 

List the known duties of the role

Responsibilities are broad categories of essential duties that a role requires. Responsibilities can be broken down into job tasks. For instance, “Fulfilling customer orders” is a responsibility; critical tasks within that category include things like printing out shipping labels or packaging orders for shipment. Try to get as granular as possible when it comes to listing job tasks. Keep your statements clear and concise. Highlighting these specific tasks makes it easier to identify knowledge requirements, specify any physical demands, and create a clear picture later on in your job description. 

Create questionnaires for employees

Continue to illuminate the job’s requirements by creating a structured questionnaire for employees to complete. These questionnaires can be used to find out how often someone performs a task, or to assess if there is something in the job description that is irrelevant. 

Alternately, ask your existing employees to complete a skill assessment. Skill assessments are typically used to screen candidates, but current employees can also participate. 

By designing a series of questions from Vervoe’s library of over 300 validated assessments , HR teams can understand which skills are pertinent and relevant to the day-to-day tasks. Use a job title to generate one from scratch using our builder and be prompted with the right skills and questions to use.

Vervoe's popular assessment library

Interview specific workers

Before you start reaching out to your SMEs, review previous job descriptions, onboarding materials, and similar roles advertised at other competitive businesses. This should give you some perspective as to what questions to ask . 

When the time comes to question your SMEs, ask things like: 

  • What are your main 3-5 job responsibilities?
  • How would you describe the successful completion of your daily duties?
  • Tell me about the opportunities for advancement in this role.
  • Do you perform duties that aren’t listed in your job description?
  • How does management support you in this job?
  • Which departments do you regularly communicate with for your duties?

Try to understand how regular or how frequent some of the tasks the SME lists is required. Often, interviews provide a snapshot in time: if your SME is currently experiencing a busy holiday rush, for instance, you may find they’re reporting a specific task more frequently than they would the rest of the year. 

Define tasks and responsibilities

Next, finalize the position’s job tasks and responsibilities. Use the job analysis data from the questionnaires as well as qualitative data from your firsthand observation and SME interviews. Refer to existing documentation, but don’t get too rooted in what already exists. Remember, the goal is to evolve your job descriptions and provide more detail than a candidate would typically see in an employer-branded job posting. 

Verify your findings with current employees

Review your findings with your SMEs and hiring managers to ensure that everyone is aware of how the role has evolved over time. Some managers may not realize, for instance, that in the past an employee in this role took on more responsibility than they should have. 

What may have originally started as an entry-level role in your job descriptions may have since become a more technical one. Likewise, your job analysis may show that more than one person is needed to complete all the duties and responsibilities assigned to the role. Make sure all stakeholders are in alignment with your findings.  

Finalize the job task analysis

The final step in your job analysis is to take the information you have and begin to translate it into meaningful action. Define your employee selection criteria and refine your job descriptions. 

Speak to existing employees about training programs and see if there’s interest in futher skill development. Revisit your compensation and performance evaluation benchmarks to ensure  people are being paid fairly for the work performed. 

A job task analysis can also illuminate new ways to hire. For instance, a skill assessment can be a better predictor of success when task analysis has been completed. Questions in the skill assessment can be designed to replicate specific tasks and responsibilities listed in job descriptions, evaluating whether a candidate is truly capable of doing the job.

Skills assessment question types

[Read more: How Skills Based Hiring Can Transform Your Company ]  

Depending on the availability of your existing employees, as well as whether or not you use an automated skill assessment as part of the questionnaire step, a job task analysis can take as little as three to four days. The time and cost of a job task analysis depend on the complexity of the position. By one estimate, for lower complexity positions, costs range from $6,500 – $25,000 . 

A job task analysis may seem expensive and time-consuming; but, when you consider the costs of making a bad hire or the lost resources that come with high employee turnover, this exercise can prove to be invaluable. By gaining a deeper understanding of the job tasks each employee is responsible for, your organization will be better positioned to create a culture of recognition, productivity, and growth.

Emily Heaslip

Emily Heaslip

test skills

Recent articles

Hiring team interviewing a candidate in the office

Skills Testing Unveiled: Industry-Specific Insights for Optimal Hiring

Office man wearing headphones and holding an iPad

Navigating the Future: Pre-Employment Screening Trends in 2024

When considering the strengths and weaknesses of new talent, there's a reason why emotional intelligence is high on the list of in-demand soft skills at work.

How To Hire For Emotional Intelligence

manager in usa company discussing upskilling strategy with employee

Is Upskilling Staff An Effective Employee Retention Strategy?

Can skills-based hiring boost gender equality and help to close the gender gap?

3 Ways Skills-Based Hiring Can Combat The Gender Gap

Engaged candidate going through an immersive take-home assessment

6 Ways To Make Candidates Love Take Home Assignments 

A salesperson that is good at handling objections

5 Issues When Hiring Salespeople And How To Solve Them 

successful salespeople hired through skills-based hiring

Sales Account Executive vs Sales Account Manager – Which Is The Right Hire For You?

An employee selected using Vervoe's skills-based hiring platform

The Real Cost Of Training A New Hire

A recruiter reviewing a candidate design portfolio

Do Work Portfolios Really Showcase True Talent?

Similar articles you may be interested in​.

Hiring team interviewing a candidate in the office

The talent market today is quite competitive, both in terms of candidate skill and experience. As such, during recruitment, you

how to create a job analysis report

Recruitment practices have changed significantly over the years. With time, new pre-employment screening trends have come into play and made

February 5, 2024

When considering the strengths and weaknesses of new talent, there's a reason why emotional intelligence is high on the list of in-demand soft skills at work.

When considering the strengths and weaknesses of new talent, there’s a reason why emotional intelligence is high on the list

how to create a job analysis report

Copyright © 2024 All Rights Reserved by Vervoe

This website uses cookies 🍪

Privacy overview.

  • I'm new to pre-hire assessments
  • I'm considering changing our pre-hire assessments
  • I'm looking to change how we assess talent
  • Case studies
  • Research & tools
  • Book a Demo

6 Critical Steps for Job Analysis: Find the Right Candidates

9 minute read

Posted by Chris Platts on 23 February 2021

Jobs are constantly evolving. Roles and responsibilities change in reaction to new technologies, externalities, and cultural norms. And as the people in our organisations change, so do the jobs themselves. 

It’s easy to lose track of these changes, making it difficult to hire the right candidates. New tasks and responsibilities require new knowledge, behaviours and skills. What’s often required to ensure we’re looking for the right attributes in new hires is a framework called job analysis.  This article explains how to design one and how to correctly implement it into your recruitment strategy.

What is a Job Analysis (and Why Does it Matter)?

A job analysis is a systematic process of determining the duties and responsibilities of a specific job and the qualifications necessary for performing it well. Companies that conduct job analyses correctly are more likely to design candidate selection criteria that align with job performance.

There are many reasons why your organisation should conduct them:

  • Improving your recruitment process: According to a survey conducted by CareerBuilder , 74% of employers said they’ve hired the wrong candidate for the position. Job analyses allow businesses to identify the most important characteristics needed for an employee to be successful in that position. From there, you can implement your findings into your pre-employment assessments and interview processes. 
  • Setting realistic performance measurement targets : Finding realistic benchmarks for your employees to strive toward is the best way to maximize engagement and productivity. On one hand, setting low targets for your employees will minimize your company’s output. On the other hand, setting unrealistic goals can lead to employee burnout. The data collected should be utilized by HR as they conduct performance reviews and goal setting. 
  • Identifying areas of improvement : Observing tasks your employees undertake on a daily basis will uncover areas of your organisation that need improvement. There may be some tasks that could be done more efficiently; similarly, you could stumble across an unnecessary task that you may choose to eliminate from your employees’ workload. Some jobs may need redesigning or restructuring, and you may even find that you need to create new positions. 
  • Identifying training requirements : In order for a company to develop its new hires effectively, it needs to know exactly what tasks are required for that job. Failing to onboard and train your new employees effectively leads to high staff turnover . 
  • Administering appropriate compensation : Job evaluation is the process in which a company compares the duties of various jobs within its company and determines each job’s pay rate. Adjusting a job’s compensation depends on its relative importance to the company and the difficulty of tasks in the job description. Therefore, conducting an analysis is a mandatory step in performing a job evaluation. 
  • Avoiding litigation: To help protect your business from employee litigation and other legal issues you will need to demonstrate that candidates are fairly and reliably assessed on skills and behaviours that are intrinsic to the nature of the job being recruited. If this is unclear or if the recruitment process is selecting for non-job relevant characteristics, then you are at risk of being accused of unfair hiring practices. For more information on this, check out our guide to fairer hiring .

How to Conduct a Job Analysis

Step 1: plan out your process.

Before you start, take the time to lay down the specifics of the project such as: 

  • Which jobs will you be analyzing? 
  • Who will conduct the analysis? 
  • When will it be taking place? 
  • What methods will you be using (more on those later)? 
  • What resources will you need? 
  • How and where will you collect your data? 
  • What job-relevant materials are already available?
  • For what purpose(s) are you conducting the analysis? 

Answering all of these questions will inevitably increase the efficiency of the process. 

Step 2: Gather all current job and culture information

Studying how the role is perceived today from the outside in is a helpful first step, so before you get started, make sure you collect all the internal and external information concerning the jobs you’re analyzing. This includes: 

  • Previous job adverts
  • Job descriptions
  • Interview guides
  • Role specifications
  • HR documentation including employee handbooks, employment contracts etc
  • Training and development plans
  • Performance data
  • Exit interview data (e.g. why people leave this job)

Building this foundation of knowledge will help you to pinpoint what has and hasn’t changed in your jobs, and what may need changing after the process is completed. 

Step 3: Inform your employees

In order to study how people experience the job in your organisation you’ll need to spend time with people doing the role. Be sure to notify any employees beforehand about the process and what you require from them. It is often best to choose an approach that will work seamlessly with their working day; that way it should not interfere too heavily with the productivity of your company. 

At ThriveMap, we create “role stories” for each position ahead of developing our realistic day-in-the-life pre-hire assessments. If you’d like more information on this you can contact one of the team here .

Step 4: Conduct your analysis

Your analysis should provide any and all relevant information about a job, including:

  • Job title and reporting structure
  • Hours per week and location of the job, including flexibility
  • Specific tasks completed in a typical workday (including their importance and complexities)
  • Nature of task operation (activities required to carry out the tasks)
  • Levels of responsibility
  • Tools and equipment required to perform the tasks
  • Work environment and culture
  • KSAs (knowledge, skills, and abilities) required, and how essential each one is to perform tasks at a sufficient level
  • Other desired personal attributes (physical demands, social skills, behaviours, etc.)
  • Hazards and risks involved in performing the tasks
  • Experience required (if required)
  • Opportunities for advancement
  • Current pay rate and benefits
  • Reasons for exit; both voluntary and non-voluntary

There are various methods of capturing this information, these are:

  • Employee & manager questionnaires, entailing what people in the role do in a typical workday
  • Structured interviews with employees and managers
  • Job shadowing; direct observation of employees at work
  • Critical incident techniques; where employees describe critical incidents that have occurred over their time at the company, and how they resolved them
  • Employee work logs and task inventories (performed over a predetermined period of time)
  • Expert panels
  • Research/benchmarking on corresponding jobs at similar companies
  • Behavioural event interview (an HR-led performance and competency-based analysis)

The more of these methods that you include in your analysis, the more accurate and in-depth your results will be.

You may want to consider using a job analysis tool to help with this process; we’ve recently developed Signal; a job analysis questionnaire you can use for free. Click here to give it a try .

Step 5: Document your results

Once you have completed the process, write up a final report containing the data you have collected and the methodology used. The critical part is then making suggestions for the proceeding changes and improvements that you intend to make. Make sure to record your results in your company’s HR information system or shared company directory. Review your final report and verify with your current employees and supervisors that your results are accurate. 

Step 6. Action necessary changes

Once the information has been captured and approved, it’s time to make the necessary improvements and adjustments. The key areas where your insights can affect changes are:

  • Role specification – do elements of the job itself need to change or adapt. e.g. new reporting structures, new tasks and responsibilities or development opportunities
  • Candidate sourcing – Where should we be looking for individuals with the KSAs (Knowledge, skills, attributes) we require? Are these channels sustainable?
  • Candidate selection criteria – Are we looking for the correct selection criteria (KSAs) in new hires? Do our job descriptions accurately reflect the realities of the job?
  • Candidate selection methodology – Are we using the correct assessment method to analyse these KSAs? For example, should we be interviewing, asking for CVs, conducting role-plays, or can we leverage online assessments?
  • Performance management – Are we setting realistic goals for employees in this position?
  • L&D – Are we training for the right skills and behaviours?
  • Compensation & benefits – Are we rewarding the right behaviours? Is our compensation plan fair and competitive?

Tips and Reminders

Conducting a successful job analysis can be time-consuming and complicated. So, before you jump in, here are a few tips and reminders:

  • Make a job analysis template to capture all the important characteristics you are looking for in the job. This will make future job analyses considerably easier and more consistent. *check out a job analysis questionnaire like Signal here .
  • Transparency is key ; make sure that you update contributors on any relevant information that you gather throughout. Transparency in the process will make the people involved more receptive to help out. 
  • Analyse, don’t critique ; remember, a job analysis is not a performance review. This process is about studying the job, not the person working it. Save your performance reviews for another day.
  • Create and adapt ; over time, allow for modifications as required while still providing employees with an understanding of what they are expected to do. Regularly and proactively update the information you’ve collected, and be aware that you’ll need to adjust your job analyses after any significant organisational changes or new procedures have been introduced. Go through this process as many times as needed in order to perfect it.

Processes change, people change, and companies change. It’s important that we keep up. Conducting regular job analyses is the best way to stay ahead of the curve. In recruitment, it provides you with the first step to improving your hiring outcomes by designing candidate selection methods that accurately assess the KSAs (Knowledge, Skills, Abilities) identified to perform each job successfully.

The ThriveMap Newsroom

Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.

About ThriveMap

ThriveMap creates customised assessments for high volume roles , which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.

Not sure what type of assessment is right for your business? Read our guide.

Other articles you might be interested in

Banner image for this post

Hospitality recruiting strategy

In the fast-paced realm of hospitality, where seasonality, diverse roles, and fierce competition for talent are constants, crafting an effective recruitment strategy demands a tailored and nuanced approach. The unique challenges posed by the industry’s dynamic nature necessitate a specialised methodology to not only attract but also retain skilled staff. This step-by-step guide unveils the […]

Banner image for this post

How to hire warehouse operatives: Best practice process

The demand for warehouse operatives has never been higher, presenting a unique set of challenges for hiring managers to differentiate the role and company in the hiring process. In this article, we delve into the best practices essential for the recruitment of warehouse operatives. 1. Agree your hiring criteria Embark on your warehouse hiring journey […]

Banner image for this post

How to avoid unconscious bias with skills-based testing

Unconscious bias can subtly seep into the recruitment process, but it significantly compromises the fairness of hiring practices. In this article, we’ve explained how skills-based testing helps to avoid unconscious bias. What is unconscious bias? Operating beneath our awareness, unconscious bias shapes decisions without our realisation. Rooted in implicit preferences and stereotypes, it influences decision-making […]

View all articles

EU whistleblowing laws have changed: Is your business ready? Act now!

Personio_Newsletter

Free Resource

Our job requirements template.

Latest blog posts, the 5 steps to job analysis success.

managers performing a job analysis

With so many moving parts, your company needs to run like a well-oiled machine. But that means having a thorough understanding of each component, or what we might consider each and every job.

By performing a proper job analysis, you can not only create a comprehensive description of a position but also use that information to inform your organizational structure, streamline your hiring process, and much more.

  • 1 What Is A Job Analysis?
  • 2 The 5 Benefits Of Performing A Job Analysis
  • 3 How Do You Perform A Job Analysis?
  • 4 The Step-By-Step Job Analysis Process
  • 5 Before You Go: Job Analysis Best Practices To Keep In Mind

What Is A Job Analysis?

A job analysis is a dissection of a role within your company. When performing a job analysis, you look at the responsibilities included in the job, the qualifications required to do the job well, how it relates to other positions within your organization, and when/how it’s performed.

Keep in mind : You’re not analyzing a worker’s performance in a specific position, but the actual position itself. However, you may want to interview or survey workers who hold or have held the position to gain a more in-depth understanding of the role in practice.

Is A Job Analysis The Same As A Job Evaluation?

Somewhat, but mostly no. A job evaluation compares roles within an organization to establish pay rates. While this may relate to a job analysis, the analysis itself is in more of a quantitative sense. It can inform an evaluation, but is not limited to it.

The 5 Benefits Of Performing A Job Analysis

Whether you’re a company of dozens or thousands, you’ll benefit from performing a job analysis for each role within your organization. In the end, you’ll better understand what the role entails and can use what you’ve learned to improve your business across the board.

Here are five of the top benefits of performing a job analysis:

Outlines Requirements And Pay Grade

After you complete a job analysis, you can determine if the role is entry-level, intermediate, or senior, depending on the complexity of the work, skills, knowledge, and experience needed to do it successfully. This will then inform the pay grade for the role and give you data to support your selection.

Streamlines Applicant Selection And Recruitment

When you better understand a job, you can better position the job ad and attract higher-quality candidates. After completing a job analysis, you’ll gain more insight into the responsibilities and requirements of the role and what behavioral and personality traits you need in the worker. All of this can help you find a candidate that’s perfectly aligned with your company.

Creates More Effective Training And Development Programs

By determining the exact skills and knowledge needed for a role, you can develop more effective training and development programs that specifically cater to them. With this information, you can ensure new hires get the training and support they need to onboard smoothly and build out learning and development solutions that promote long-term growth.

Helps Organizational Design And Planning

With a job analysis, you can determine where a job fits within a department and the company, as well as who the employee reports to and interacts with on a daily basis.

These analyses also help with succession planning and organizational design . With the information you gather from your analysis, you can map out a job path that shows how an employee progresses to the role and what positions they can advance to afterward.

These analyses can also bring to light any overlapping responsibilities with another role, which can help you consolidate positions and departments.

Here’s our complete guide to succession planning for organizations.

Provides Clarity On Legalities, Safety, And Compliance

When workers have clear and detailed job descriptions to follow, they can perform their duties with confidence—and ideally, with fewer incidents. You can lay out distinct boundaries, work conditions, and the machinery/tools used in the role, along with the training/certifications required to use them safely.

Discover Personio: Top Talent At Your Doorstep

Hire top talent to help your organization grow and achieve new heights, Personio’s ATS can help. Click the button below to learn more about hiring with Personio.

How Do You Perform A Job Analysis?

What’s the best approach to completing a job analysis? You can take a few different routes depending on your goals, the role itself, the company size, and the data you want to gather.

HR Software: One Place For All Your People Processes

Could you use a bird’s eye view to keep track of all your people processes? From recruiting to performance, reporting to document templates, Personio can be your single source of truth. Learn a bit more about it today.

The Step-By-Step Job Analysis Process

Performing a job analysis is no small undertaking. It starts with getting real-time insight into a position and ends with a more coherent and aligned company:

1. Gather Data

First, you need to take the time to understand the ins and outs of the role. Depending on which information-gathering approach you want to take, book your meetings or build your surveys to send out to current and former workers who held or hold that position, as well as the managers involved.

Here are a few questions and topics you should uncover in your fact-finding mission:

What are the skills, knowledge, and expertise required to perform the job well?

Is it an entry-level, intermediate, senior position?

How are workers within this role considered for promotion?

What’s included in the onboarding and training process?

How can an employee in this job advance in the company?

What training programs can someone in this role benefit from?

How is an employee’s performance measured?

What machinery and equipment are used in the role?

What skills or certifications are required to perform this role correctly and safely?

What are the working conditions for someone in this role? How does that impact the employee?

Who else does an employee in this role interact with?

How and by whom will they be supervised?

How does this role impact the company’s finances and budgeting?

2. Review Inefficiencies

Most jobs aren’t analyzed frequently enough to keep up with technological advancements, changing responsibilities, and team developments. Review the current job description with a worker or manager to determine how the role has changed:

Do they no longer complete certain tasks?

Have they taken on new tasks and responsibilities?

Have the programs or tools they use changed?

Are there skill gaps that need to be addressed?

How can the workload, processes, or employee experience be improved?

3. Research Industry Standards

Similar roles can be found across companies and industries, and while yours will be unique, you can always learn a little something from the other guys.

Review multiple job descriptions similar to the one you’re analyzing to see what other companies include and how you can improve upon it to attract talent.

TIP : Search on Google, LinkedIn, Glassdoor, recruiting websites, and competitors’ careers pages to compile multiple sources.

4. Draft The Description

Based on the information you’ve gathered, you should now be able to draft the ideal job description. Here’s what it should cover:

5. Formalization

Once you’ve completed your job analysis and corresponding description, review them with a worker and manager familiar with the role. After approval, formalize the documents according to your company’s established processes and make the information easily accessible for those that need it.

Streamline Your Employee Development

Performance Goals

Define performance cycles, set goals, give effective feedback and evaluate performance fairly. Put structure on how you grow and retain staff with powerful performance management.

Before You Go: Job Analysis Best Practices To Keep In Mind

Now you’re ready to perform your next job analysis—well, almost. Before you dive in, let’s take a look at some of the best practices to abide by:

Stay On Mission

Whether you’re updating an established job description or creating a new one, ensure that the role and responsibilities align with your company’s mission, values, and goals.

Make the job description clear and easy to understand by anyone who reads it, whether they’re a prospective candidate, a new recruit, an immediate team member, or an employee from an unrelated department.

Company roles are constantly changing and evolving with the business. Review job descriptions on an annual basis to see what can be improved, if the tasks and responsibilities are still relevant, and if the pay is still consummate with the role.

Share Widely

Share your findings and descriptions with employees. Be open to questions or clarifications so everyone has a solid understanding of the role and responsibility of the job, as well as how it impacts them and their work.

Hire Top Talent Today

Icon Applicant Sourcing

How to Write a Job Analysis Report

by Anam Ahmed

Published on 20 Sep 2019

If your business is growing and you’re looking to hire a new employee, be sure to conduct a job analysis to determine exactly what kind of job function you’re looking to fill. A job analysis report is a useful business tool that helps companies to understand their human resource needs and articulate them into a clear and effective job description.

Establish the Goal of the Job Analysis Report

A job analysis report is used to understand the duties and responsibilities for a particular job and the skills and expertise needed to complete them. Businesses conduct a job analysis before they look to hire a new employee, as a job analysis forms the basis of a coherent job description . When attracting new employees to your organization, it’s critical to have an engaging and clear job description so they know exactly what to expect in their role.

Before conducting your job analysis, identify your main goal . Are you looking to hire a new employee at your company and require a job description as your ideal outcome? Are you looking to better clarify the roles and responsibilities of your current employees? Regardless, specify your objective so you can forge a clear path to your intended outcome.

Determine Tasks, Duties and Responsibilities

Start by developing the title for the role you’re analyzing. Keep in mind that the industry may use several variations of the title. Have a list handy to which you can refer once you’ve determined the full scope of the job. For example, a customer sales representative may be called a sales associate, sales manager or customer service specialist depending on the duties and the place within the organization.

Speak with employees who do similar jobs to determine the full scope of responsibility for the role you’re analyzing. A job analysis interview example with an employee may involve asking him questions about his day-to-day tasks, departmental objectives and long-term initiatives. You’ll also want to research online for job descriptions of similar roles so you can ensure you’re looking at a comprehensive picture of the job.

Write down specific tasks, duties and responsibilities in your job analysis report. For example, instead of saying “helps customers with their needs,” break down the specific ways the employee should help customers. Does she greet them at the door, answer questions about specific products and help them check out at the cash register?

Review Skills, Expertise and Experience Required

Once you have a thorough list of the tasks the role is required to complete, it’s important to determine what kind of skills, expertise and experience an ideal employee should have in order to successfully fill that role.

List specific educational requirements and training certifications needed. Do candidates need to have previously done the job before, and if so, for how many years? What kind of technical skills are required? Perhaps the employee needs to know a specific programming language.

What soft skills are required? For some jobs, employees need to have strong verbal communication and interpersonal skills, for example. Are there any physical requirements for the job? For example, does the employee need to be able to lift over 50 pounds?

Research Salary and Other Compensation

Look online for job postings for jobs that are similar to the one you’re analyzing and write down the average salary that is being offered. It’s important to know the industry average so you can ensure what you offer is in line. This will help you to attract top talent to your organization and show potential employees that you offer fair compensation.

Look at the Overall Organizational Structure

Note how the role will fit into the overall organizational structure. Will anyone report to this role? Who will manage the employee? Update your organizational chart so that it includes your new position. This will ensure you have a comprehensive view into your growing business.

Create a job analysis PDF and refer to it when you’re creating the job description and posting it to industry-specific job boards. You may also need to refer to it when describing the job and its position in the organization to potential employees.

18+ SAMPLE Job Analysis Reports in PDF | MS Word

Job analysis reports | ms word, 18+ sample job analysis reports, what is a job analysis report, components of a job analysis report, how to write a job analysis report, what is the best job analysis method for an organization, what is the role of job analysis to a company, who is responsible for creating job analysis.

Sample Job Amalysis Report

Sample Job Analysis Report

Job Analysis Report for Examination Blueprints

Job Analysis Report for Examination Blueprints

Professional Job Analysis Report

Professional Job Analysis Report

Focus Group Job Analysis Report

Focus Group Job Analysis Report

Job Analysis and Test Specifications Report

Job Analysis and Test Specifications Report

Job Group Analysis Report

Job Group Analysis Report

Job Analysis Study Technical Report

Job Analysis Study Technical Report

Job and Task Analysis Report

Job and Task Analysis Report

Job Analysis Report Format

Job Analysis Report Format

HR Job Analysis Report

HR Job Analysis Report

Personnel Specialist Job Analysis Project

Personnel Specialist Job Analysis Report

Job Analysis Survey Report

Job Analysis Survey Report

Basic Job Analysis Report

Basic Job Analysis Report

Job Analysis Report

Simple Job Analysis Report

Job Analysis Summary Report

Job Analysis Summary Report

Job Evaluation Analysis Report

Job Evaluation Analysis Report

Sample Job Task Analysis Report

Sample Job Task Analysis Report

Dietitian Job Analysis Report

Dietitian Job Analysis Report

Job Analysis Research Report

Job Analysis Research Report

Share this post on your network, you may also like these articles, 55+ sample assessment report templates in pdf | ms word | google docs | apple pages.

assessment report

In the 20th century, Kodak ruled the photographic film industry. Fast forward to 2012, how come Kodak filed for bankruptcy? As we dig further into the past, Kodak engineer…

32+ SAMPLE Meeting Summary Report in PDF | MS Word | Google Docs | Apple Pages

meeting summary report image

In our job, a board meeting agenda is a vital element that we usually have. This makes all the team members feel that they are trusted and that they…

browse by categories

  • Questionnaire
  • Description
  • Reconciliation
  • Certificate
  • Spreadsheet

Information

  • privacy policy
  • Terms & Conditions

Examples logo

Job Analysis Report

job analysis reports

You are looking for a specific job that best suits your college degree and personality. As you went through online job sites and even in classified ads , you came across that job you wanted. Read the qualifications and self-assessment . This is where a job analysis comes in. The ultimate goal of a job analysis is to aid in hiring, thus giving the people an idea of which among them is best qualified for the job posted. In this article, you will be able to know more about job analysis.

10+ Job Analysis Report Examples

1. job analysis report template.

job analysis report

  • Google Docs

2. Pediatric Dietician Job Analysis Report

pediatic dietician job analysis report

Size: 133 KB

3. Job Safety Analysis Report

job safety analysis report

4. Job Work Analysis Report

job work analysis report

Size: 72 MB

5. Job Task Analysis Report

job task analysis report

Size: 196 KB

6. Job Analysis Summary Report

job analysis summary report

Size: 116 KB

7. Sample Job Analysis Report

sample job analysis report

Size: 293 KB

8. Job Analysis Survey Report

job analysis survey report

Size: 898 KB

9. Job Analysis Project Report

job analysis project report

Size: 82 KB

10. International Job Analysis Report

international job analysis report

Size: 248 KB

11. Formal Job Analysis Report

formal job analysis report

Size: 374 KB

What is a Job Analysis?

A job analysis is the process of providing information about a specific job including the qualities and qualifications they are looking for in an applicant. It also contains physical and mental capabilities, duties and the responsibilities and the effort required upon doing the job. Skills are also essential as it serves as a plus for the hiring company. In order to perform job analysis, you should need data to put together for a job description .

Importance of Job Analysis

Through a job analysis, hiring companies can be able to spot applicants who have the potential to become achievers and who have the ability to contribute to the development of the company. It can help look for someone who can eventually build their talent as their foundation. It can also provide benefit that includes high satisfaction rate from the customers, high revenue and more.

Job analysis provides several benefits especially to the company or organization .

  • They obtain firsthand job data associated with the job.
  • They are able to identify the risks within the responsibilities of the given job.
  • They are going to identify the skills and abilities for the kind of employee they are looking for.
  • They improve their decision making skills during recruitment.
  • They are able to provide accurate job descriptions.
  • They are able to assess the importance of the job itself.
  • They are able to improve their training requirements about each of the duties in every job.
  • They are able to separate their personal feelings and practice more on professionalism.
  • They are able to provide more accurate job postings.
  • They are able to identify the possible competencies.

A job analysis is an examination of an employee’s role, the conditions under the given job, the requirements of the job in terms of the applicant’s potential to success, the behavior, skills and knowledge, educational attainment and the physical condition of the person.

How to Perform a Job Analysis?

  • Review the responsibilities per job of the current employees of the company

Be thorough when you are going to list the responsibilities of a certain job. Companies hire applicants who they think they can do the job correctly.

  • Research on sample job descriptions

Compare the job postings of every job advertisements . By doing research, you will be reminded of the tasks and responsibilities that you might have forgotten.

  • Analyze every task and responsibility

Doing a job analysis would help you identify the needs of a certain company.

  • Look at the needed outcome

One should be able to fill the needs of the organization or company by doing a job analysis. Make sure that your job description would be clear and concise. In this manner, you will be able to know what a person holding a certain job position actually does.

When does a job analysis take place?

A job analysis usually takes place before the recruitment process. It is for both the applicant and the organization to see what could be done and if the applicant is suitable for the job qualifications.

What could be the procedures of job analysis that can be applicable to work employers and employees?

There are two types of approach that can be applicable in conducting job analysis. It could be the work oriented approach or the employee oriented approach. The work oriented approach focuses on the task involved in a job. The employee oriented approach focuses on the capabilities needed to perform a job.

What could be the process of job analysis?

You will first undergo organizational analysis, then selecting a job to be analyzed. After that you are going to collect a data, go on with the job description and the job specification.

A job analysis will enable you to make your job hunting easier. You just have to assess yourself carefully to see if you are qualified with the job. For the companies , a job analysis can be beneficial to them since it can identify factors for improvement.

how to create a job analysis report

AI Generator

Text prompt

  • Instructive
  • Professional

10 Examples of Public speaking

20 Examples of Gas lighting

  • Starting a Business
  • Growing a Business
  • Business News
  • Science & Technology
  • Money & Finance
  • Subscribers For Subscribers
  • Store Entrepreneur Store
  • Spotlight Spotlight
  • United States
  • Asia Pacific
  • Middle East
  • South Africa

Copyright © 2024 Entrepreneur Media, LLC All rights reserved. Entrepreneur® and its related marks are registered trademarks of Entrepreneur Media LLC

JUST RELEASED: View the 2024 Franchise 500 Ranking

How to Write a Job Analysis and Description Make sure you know what you're looking for in an employee before you actually start looking. Use these guidelines to help.

The employees you hire can make or break your business. While you may be tempted to hire the first person who walks in the door--"just to get it over with"--doing so can be a fatal error. A small company cannot afford to carry deadwood on staff; so start smart by taking time to figure out your staffing needs before you even begin looking for job candidates.

Job Analysis Begin by understanding the requirements of the job being filled. What kind of personality, experience and education are needed? To determine these attributes, sit down and do a job analysis covering the following areas:

  • The mental/physical tasks involved (ranging from judging, planning and managing to cleaning, lifting and welding)
  • How the job will be done (the methods and equipment to be used)
  • The reason the job exists (including an explanation of job goals and how they relate to other positions in the company)
  • The qualifications needed (training, knowledge, skills and personality traits)

If you're having trouble, one good way to get information for a job analysis is to talk to employees and supervisors at other companies that have similar positions.

Job Description & Specification Use the job analysis to write a job description and a job specification. Drawing from these concepts, you can then create your recruitment materials, such as a classified ad.

The job description is basically an outline of how the job fits in to the company. It should point out in broad terms the job's goals, responsibilities and duties. First, write down the job title and whom that person will report to. next, develop a job statement or summary describing the position's major and minor duties. Finally, define how the job relates to other positions in the company. Which are subordinate and which are of equal responsibility and authority?

For a one-person business hiring its first employee, these steps may seem unnecessary, but remember, you are laying the foundations for your personnel policy, which will be essential as your company grows. Keeping detailed records from the time you hire your first employee will make things a lot easier when you hire your 50th.

The job specification describes the personal requirements you expect from the employee. Like the job description, it includes the job title, whom the person reports to, and a summary of the position. However, it also lists any educational requirements, desired experience and specialized skills or knowledge required. Include salary range and benefits. Finish by listing any physical or other special requirements associated with the job, as well as any occupational hazards.

Writing the job description and job specifications will also help you determine whether you need a part- or full-time employee, whether the person should be permanent or temporary, and whether you could use an independent contractor to fill the position.

Excerpted from Start Your Own Business .

Editor's Pick Red Arrow

  • I Tried 3 AI Headshot Generators and There Was a Clear Winner
  • Lock These Are the Highest-Paying Side Hustles for a Single Day of Work
  • An Outpost of a Popular Buffet Chain Has Racked Up Tens of Millions of Views on Social Media. Here's How It Keeps Going Viral .
  • Lock I Biohacked My Way to Better Mood, Sleep and Job Performance — and You Can, Too. Here's How.
  • SMART Goals May Be Holding You Back — Try This Effective Goal-Setting Technique Instead
  • Taco Bell Wants to Be More than a Late-Night Spot as It Unveils New Menu Items for 2024 : 'A Rebel Brand at Our Core'

Most Popular Red Arrow

Save more than 50% off the price of two powerful 6-in-1 charging cables.

Pick up a pair for just $35.

'I Want a Free Month': Thousands of Customers Furious at AT&T After Widespread Outages

The carrier has not yet disclosed the root cause of the issue.

Want to Start a Billion-Dollar Business? Look to These Two Industries, Which Have the Most Unicorn Growth

During a tough fundraising year overall last year, the value of cybersecurity and AI unicorns saw double-digit growth.

These Age-Old Monk Practices Can Help You Lead a More Focused, Productive and Creative Life

Buddhist and Benedictine monks have some ancient habits that every hard-working entrepreneur should know.

Beware the Temptation of Dishonesty — How One Lie Could Sink Your Business

Let's explore the pivotal role of honesty in the entrepreneurial journey and uncover the risks associated with weaving a web of deceit.

She Bought 9 Properties and Became an Airbnb Super Host. Here's How She Scaled Her Side Hustle While Keeping Her Full-Time Job.

Q&A with an Airbnb Super Host who shares her best secrets to help you scale.

Successfully copied link

comscore

  • Professional Services
  • Creative & Design
  • See all teams
  • Project Management
  • Workflow Management
  • Task Management
  • Resource Management
  • See all use cases

Apps & Integrations

  • Microsoft Teams
  • See all integrations

Explore Wrike

  • Book a Demo
  • Take a Product Tour
  • Start With Templates
  • Customer Stories
  • ROI Calculator
  • Find a Reseller
  • Mobile & Desktop Apps
  • Cross-Tagging
  • Kanban Boards
  • Project Resource Planning
  • Gantt Charts
  • Custom Item Types
  • Dynamic Request Forms
  • Integrations
  • See all features

Learn and connect

  • Resource Hub
  • Educational Guides

Become Wrike Pro

  • Submit A Ticket
  • Help Center
  • Premium Support
  • Community Topics
  • Training Courses
  • Facilitated Services

Why job analysis is important, with real-world examples

February 20, 2024 - 10 min read

Wrike Team

Job analysis is more than just a routine HR process — it’s a strategic approach that can significantly contribute to effectively managing your human resources. By delving into the details of specific job roles, including the requirements, responsibilities, and qualifications, job analysis equips organizations with the knowledge to make well-informed decisions. 

This detailed guide aims to demystify job analysis, highlight its importance, and provide real-world examples of its application. But that’s not all. We also introduce how Wrike’s robust features are designed to alleviate pain points in job analysis, such as lack of clarity in job roles and difficulty identifying skill gaps. 

So, whether you’re a seasoned HR professional or a team leader looking to optimize your team’s performance, this article is an invaluable resource. Let’s explore the world of job analysis together and see how Wrike can elevate your approach to managing your most valuable asset: your people.

What is job analysis?

Job analysis is the systematic process of gathering, examining, and interpreting information about a job role within an organization. It involves collecting data on the tasks, duties, skills, knowledge, and abilities required to perform the job successfully.

The purpose of job analysis

  • Job analysis aids in talent acquisition and recruitment by identifying the essential qualifications , skills, and experience required for a particular job. This information allows recruiters to develop targeted job advertisements and establish appropriate selection criteria. In short, it’s a recruiter’s best friend. Example : In the field of marketing, Job analysis might reveal that a digital marketing specialist needs to have knowledge of search engine optimization (SEO), social media marketing, and data analytics. Armed with this information, recruiters can attract potential candidates by crafting job postings that specifically highlight these required skills.
  • Job analysis also contributes to the performance appraisal process . By outlining the job duties and performance expectations, it allows supervisors and managers to evaluate employees’ performance objectively. This ensures the appraisal process focuses on relevant aspects and promotes fair and unbiased assessments. Example : In a customer service role, job analysis could show that one of the key performance indicators is the ability to handle customer complaints effectively and provide satisfactory resolutions. Using this knowledge, supervisors can assess employees’ performance in this specific area and provide constructive feedback for improvement.
  • Finally, job analysis plays a vital role in facilitating career development . It provides employees with a clear understanding of the skills and competencies necessary for advancement within the organization. Furthermore, it enables HR professionals to design training and development programs that address the specific needs of the job role, fostering employee growth and progression. Example : In a managerial role, job analysis reveals that effective leadership skills, strategic thinking, and the ability to manage cross-functional teams are crucial for career advancement. As such, employees can focus on developing these competencies and seek opportunities for growth within the organization.

The importance of job analysis

Think of job analysis as a deep dive into what a job role in your company involves. It’s like taking out a magnifying glass and closely looking at the tasks, duties, and skills necessary to do the job well. 

And not just that, it’s also about understanding the knowledge and abilities that someone needs to really shine in the role. Pretty important, right?

Taking the guesswork out of job analysis

When it comes to job analysis, Wrike is your ultimate partner and can significantly simplify and enhance your job analysis process. Let’s see how.

  • Identify skill gaps with dashboards : By tracking performance and progress on tasks in Wrike’s dashboards, you can pinpoint areas where team members might need additional training or support. You’ll have a clear overview of each team member’s strengths and areas for improvement, enabling you to make informed decisions about professional development.
  • Work cross-functionally : Wrike provides a platform where team members can discuss tasks, share ideas, and give feedback. This enhances teamwork and facilitates a better understanding of job requirements and expectations.
  • Adapt processes with custom item types : Wrike’s flexibility means it can adapt to your organization’s specific needs. Whether you’re a small team or a large enterprise, Wrike can be customized to fit your unique job analysis process.

how to create a job analysis report

Steps involved in job analysis

Organizations typically follow specific steps to perform a comprehensive job analysis. They’re as easy as 1-2-3 — probably because there are only three steps!

Step 1: Gather information

The first step is all about gathering information. This is where you roll up your sleeves and dive into the nitty-gritty details of the job role. What tasks are involved? What skills are needed? What responsibilities does the job entail? It’s like becoming a detective for your organization.

Now, this might sound like a daunting task but don’t worry, Wrike’s got your back. With Wrike, gathering job-related information becomes a breeze. Let’s break it down.

  • Wrike folders, projects, tasks, subtasks : Create an unlimited number of items — folders, projects, tasks, and subtasks — for your team and easily view which assignee is responsible for each specific initiative. You can create individual tasks for each element of the job role, making it easier to understand and manage. Plus, you can assign these tasks to team members, providing a clear picture of who does what.
  • File attachments : Wrike allows you to attach files directly to tasks. This is great for including additional information or resources related to the job role. Think job descriptions, performance metrics, training materials — you name it. Everything you need is right there in one place.

Step 2: Create the job description

So, you’ve done your detective work, gathered all the information, and now better understand the job role. Great job! Now, it’s time to take all that information and craft a clear, concise, and comprehensive job description. This is like painting a picture of the role that gives potential candidates and your team a clear view of the job.

You might think, “This sounds like a lot of work.” But with Wrike, it’s a lot easier than you might think.

  • Powerful workflow automation : Wrike AI does the work for you. You can use Wrike’s automation to make intelligent suggestions uniquely tailored to you and your team to help you get started with a rough draft of the job description.
  • Collaboration : One of the great things about Wrike is its collaborative features. You can share the job description with your team, gather their feedback, and make revisions in real time. This collaborative approach ensures your job description is accurate, comprehensive, and approved by all relevant parties.

So, don’t let the job description development stage intimidate you. With Wrike, it’s a smooth, collaborative process that helps ensure your job descriptions are on point. Not only does this help potential candidates understand the role better, but it also helps your current team members understand their roles and responsibilities more clearly. And that’s a crucial step toward a more effective and harmonious workplace.

how to create a job analysis report

Step 3: Develop the job specification

Alright, we’re making great progress! We’ve gathered all the information about the job and crafted a comprehensive job description. It’s time to move on to the next step: developing the job specification. 

This is where we outline the specific qualifications, skills, and attributes a candidate needs to perform the job effectively. It’s like creating a wishlist of the perfect candidate.

Another document to create? Don’t worry — with Wrike, this process is much more straightforward and more efficient. Wrike’s task management capabilities are helpful when starting a job specification.

  • You can easily organize all the information you’ve gathered about the necessary qualifications, skills, and attributes into individual tasks.
  • You can share the job specification with your team, get their input, and make real-time updates.
  • Once your job specification is complete, you can easily save it in Wrike. 

Now, let’s check out some real-world job analysis examples to see the steps we walked through above in action.

Real-world examples of job analysis

Job analysis finds applications in various industries and job roles. Here are a few examples of its practical implementation, as well as a few more details on how Wrike can be your guide through the job analysis maze.

Job analysis for a social media manager

Consider a growing company that wants to enhance its online presence and decides to hire a social media manager. 

Job summary: Responsible for developing and implementing a comprehensive social media strategy, managing all social media channels, creating engaging content, and analyzing the success of campaigns. The ideal candidate will stay up to date with the latest social media trends and have a customer-focused approach to engaging the online community. This role is a fantastic opportunity for a social media enthusiast ready to take a brand’s social media to the next level.

  • Creating and scheduling social media posts
  • Responding to audience comments
  • Analyzing engagement data
  • Developing campaigns
  • Degree in marketing or communication
  • Familiarity with various social media platforms
  • Excellent communication skills
  • Experience using social media scheduling and analytics tools
  • Creativity in creating engaging content
  • Ability to work in a team
  • Handle customer complaints professionally

Job analysis for a data scientist

Let’s take the example of a tech company that wants to leverage its data to make informed business decisions and plans to hire a data scientist. 

Job summary: Responsible for collecting, analyzing, and interpreting large datasets, developing algorithms, running complex mathematical models, and generating actionable insights to influence our business strategy.

  • Collecting and interpreting complex datasets
  • Creating algorithms
  • Running tests
  • Producing reports that influence business strategies
  • Degree in data science or statistics
  • Proficiency in programming languages like Python or R
  • Experience with machine learning techniques
  • Strong analytical skills
  • Problem-solving skills
  • Attention to detail
  • Ability to communicate complex data insights in a transparent manner

Job analysis in the manufacturing industry

Let’s consider a manufacturing company that wants to hire a quality control inspector to ensure its products meet specific quality and safety standards. 

Job summary: Responsible for inspecting and testing materials and finished products to ensure they meet the company's quality standards and identify any defects or deviations.

  • Inspecting and testing materials and finished products
  • Identifying and documenting defects or deviations
  • Interpreting and enforcing quality standards and procedures
  • Collaborating with production teams to implement quality control measures
  • Degree in quality control or a related field
  • Knowledge of quality control standards and testing methods
  • Proficiency in using inspection equipment and tools
  • Strong reporting skills
  • Excellent attention to detail
  • Strong problem-solving skills
  • Ability to work under pressure and meet deadlines
  • Strong communication skills

These job analyses provide comprehensive overviews of each role, outlining what the job entails and the skills and qualifications required. This will help create a detailed job description and find the right candidate. So, where should you start?

Enter Wrike, your trusty companion in simplifying this complex process. 

Wrike: Your strategic tool for job analysis

Wrike boosts job analysis through its flexibility and adaptability . An adaptable tool is invaluable in an industry where change is constant and new technologies are always on the horizon. With Wrike, you can easily update job descriptions and tasks as roles evolve or new technologies are introduced. It’s like having a living, breathing document that grows and changes with your industry. 

Plus, our platform’s easy-to-use interface means you can make these updates quickly, keeping your team informed and ready to tackle their roles. 

Overall, Wrike simplifies job analysis, allowing you to streamline and standardize your process and collaborate effortlessly with others in your organization. With Wrike, you’re not just analyzing jobs — you’re building a stronger, more efficient workforce.

By clearly understanding each role, encouraging open communication, and offering insightful data, Wrike helps ensure that every team member is in a role that suits their skills and abilities. This leads to higher job satisfaction, better team performance, and a more successful organization. 

Ready to get started? Start your free trial today to ensure your team members understand their roles and contribute effectively towards your project goals.

Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Wrike Team

Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.

Related articles

Do More With Less: Wrike Is Ready to Help You Thrive

Do More With Less: Wrike Is Ready to Help You Thrive

Everyone is being asked to do more with less, and Wrike is ready to help. In our latest blog series, we offer advice on how to maximize output with fewer resources.

How to Use Wrike for Goal-Setting and Tracking

How to Use Wrike for Goal-Setting and Tracking

The end of the quarter (and another year) means it's that time again: time to set new goals. Not just annual business goals, but also quarterly goals, monthly goals, and especially personal new year resolutions. One part of your mission when setting goals for your company, departments, or teams should be to share those established goals with the rest of the company. It will let everyone know what direction they should be rowing. If you're already working in Wrike, you and your team can also use it to create visibility into established goals and track progress on the way to achieving them. Building Annual Plans in Wrike Annual planning is an essential part of a successful business. It provides direction for the entire organization, defines what teams will focus energy on, and synchronizes activities of different departments to maximize resources. But in order to do all that efficiently, the entire company needs visibility into the annual plans. You can build annual plans in Wrike following our suggestion, or using your own format. Our recommendation: Create a folder called "2016 Annual Plans" at the top level of your account and right-click the folder name to share it with the entire company. Inside that folder, create project folders or tasks for all of the different priorities and big initiatives of the year. You can assign responsible directors or managers to the work, so everyone knows who to talk to if they have questions about that objective. From there, you can drill down into immediate key actions by building out tasks, setting deadlines, and assigning the steps to the appropriate parties. Finally, use Custom Fields to make notes on budgeting — data in Custom Fields can be restricted to only show for certain user groups in your account, so your private information stays that way. If you don't have access to Custom Fields, just write information you'd like to share with the entire team in your task descriptions. Establishing Quarterly Plans in Wrike Since quarterly plans only cover 3 months instead of an entire year, it's easy to brainstorm new ideas right in Wrike. On the Wrike content marketing team, we create a project folder called something like "Q2 Ideas", and then individuals on our team can create a new task for every idea they have inside that folder. Inside their task descriptions, team members can add pertinent details if their idea requires a more detailed breakdown, or they've suggested a completely new undertaking and they've already thought out a majority of the work and substeps needed to make the idea a reality. This method of brainstorming and sharing also allows our team to see if someone else has had a similar idea, so we can combine efforts and dump our parallel brainstorms into one big task. After everyone has input their ideas, we have a meeting to vet those ideas for go-no go decisions. We project the "Q1 Ideas" folder onto the big screen in our meeting room, and then discuss all of the propositions as a group. We can assign task owners and schedule due dates for ideas we definitely want to proceed with; defer ideas we think are good for a future quarter; or cancel tasks that just aren't in line with our overall vision. Once we decide what ideas we're moving forward with, we reorganize those tasks into our main work folder structure, and build out complete project plans with subtasks for the big ideas. Tracking Progress Using OKRs If you're someone who loves quantifying goals and hitting numbers, consider implementing OKRs and using project tracking tools to monitor progress. "OKRs" stands for "Objectives and Key Results." It's a system for setting goals (Objectives) and the steps necessary to achieve those goals (Key Results), popularized by Google. It's something we do at Wrike. You can set up an OKR like this: O: Publish regularly on blog KR: Write at least 3 blog posts every week KR: Research 10 new post ideas at least once per week KR: Build a backlog of 10 posts to publish later when inspiration fails Notice how the Objective is broad, and the Key Results are more direct supporting steps toward reaching that goal. You can read all about OKRs in our post on using OKRs for quarterly planning. In the meantime, here are a few quick tips on OKR creation: Start every O and KR with a verb. This ensures they are actionable. Make sure every KR includes a number. This ensures it is a measurable action that you can finally mark as complete. Make sure your goals are slightly out of reach. They shouldn't be laughably hard to attain, but if you make them just a little more difficult than you typically would, it will inspire you to work harder to go the distance. We wrote an entire post detailing exactly how you can implement the OKR system at your company using Wrike. Take a look. Setting Personal Goals Using Wrike It can't always be about work, work, work! Every person should set some personal improvement goals to help maintain that work-life balance. When you decide on what yours will be, track them where you're already tracking the rest of your work — in Wrike!   You can create a private folder at the top level of your Wrike account that no one else will be able to see. Turn each of your resolutions into a task, and if you know what it will take to turn those resolutions into a reality, break down those steps into subtasks. Create recurring tasks for things you know you'll need to do every week to reach your goal, assign them due dates for the end of each week, and mark them as complete as you make progress. Are you one of those people who never knows what to set for your New Year's Resolution? Here are some examples of what Wrikers are aiming to improve in 2016: Practice a new language at least 3x week using the Duolingo app Get better at doing Read 10 business-related improvement books Volunteer at the dog shelter at least 1x per month Keep one plant alive all year Reconnect with old friends Using Wrike for Goal-Setting Are you using Wrike to set and track your goals? Tell us your story and share how it has helped keep you on track in the comments below! If you have questions about best practices for goal-setting in Wrike, ask away in the comments and we'll get back to you with our advice.

Wrike in Action: Check Out Our Uniquely Powerful Customization

Wrike in Action: Check Out Our Uniquely Powerful Customization

Discover why Wrike’s customizable platform is the most powerful on the market, delivering versatility as well as scalability, governance, and turbocharged efficiency.

Wrike

Get weekly updates in your inbox!

You are now subscribed to wrike news and updates.

Let us know what marketing emails you are interested in by updating your email preferences here .

Sorry, this content is unavailable due to your privacy settings. To view this content, click the “Cookie Preferences” button and accept Advertising Cookies there.

How to Write a Business Analysis Report [Examples and Templates]

how to create a job analysis report

Table of contents

Business analysis reports are a lot like preparing a delicious meal.

Sometimes, the recipe is simple enough that you only need to use the basic ingredients. Other times, you will have to follow specific instructions to ensure those tasty delicacies turn out just right.

Want to make sure your business report never turns out like a chewy piece of meat? You’ve come to the right place.

Stay tuned until the end of this blog post, and we promise you won’t be hungry… for business knowledge!

What Is a Business Analysis Report?

Why is analytical reporting important, what should be included in a business analysis report, how do you write a business analysis report, business data analysis report examples and templates.

  • Improve Business Reporting with Databox

marketing_overview_hubspot_ga_dashboard_databox

A business analysis report provides information about the current situation of your company. This report is usually created by the management to help in the decision-making process and is usually used by other departments within a company.

Business analysis reports can either focus your research on the effectiveness of an existing business process or a proposed new process. Besides, an effective business analysis report should also assess the results to determine if the process changes had a positive or negative effect on the company’s goals. In fact, according to Databox’s State of business reporting , an overwhelming majority of companies said that reporting improved their performance.

Analytical reports are the bridge that connects your company to an effective, data-driven business intelligence strategy . By leveraging analytical reports , you can make informed decisions about your organization’s most critical issues. You will no longer need to rely on gut instinct or anecdotal evidence when assessing risks, threats, and opportunities. Instead, you will have access to a wealth of reliable data to inform your decisions.

Here are some essential benefits of analytical reporting:

  • Improve communication and foster collaboration – The most obvious benefit of business analysis report writing is an improvement in communication between all stakeholders involved in the project. Also, analytical business reports can help you to generate more trust and foster better collaboration among your employees and colleagues. By using data analytics reporting tools , you will be able to monitor your employees’ performance on a day-to-day basis. This will allow you to hold them accountable for their actions and give them greater freedom within the business as they know that their superiors have faith in their decision-making capabilities.
  • Increase productivity – Without this level of shared insight, businesses struggle to stay on top of their most important tasks and can become less efficient. An effective analytical business report provides the information needed for more efficient internal processes and helps you find more time for strategic activities such as improving your business strategy or working on long-term goals .
  • Innovation – In today’s digital age, the pressure to innovate was never greater. When consumers basically have everything they want at their fingertips, stepping up to the plate with a new and improved product or service has never been more important. With an accessible dashboard in place, you will be able to create data-driven narratives for each of your business’ critical functions. For example, if you are a software company, you can use the insights gained from report analysis done with your dashboard software to tailor your product development efforts to the actual needs of your customers. By doing so, you will be able to develop products that are better tailored to specific customer groups. You can also use the same information for developing new marketing strategies and campaigns.
  • Continuous business evolution – When it comes to digital businesses, data is everything. No model lasts forever, so having access to a business dashboard software that allows you to constantly keep tabs on your business’ performance will help you refine it as time goes on. If there are any glitches in your business model, or if something isn’t panning out as expected, the insight offered by a business analysis report can help you improve upon what works while scrapping what doesn’t.

A business analysis report has several components that need to be included to give a thorough description of the topic at hand. The structure and length of business analysis reports can vary depending on the needs of the project or task.

They can be broken down into different sections that include an:

  • Executive summary
  • Study introduction
  • Methodology
  • Review of statistics

Reports of this nature may also include case studies or examples in their discussion section.

A report can be written in a formal or informal tone, depending on the audience and purpose of the document. While a formal tone is best for executives , an informal tone is more appropriate for technical audiences . It is also a good idea to use something like an executive summary template to report on the results repeatedly with ease.

A good business analysis report is detailed and provides recommendations in the form of actionable steps. Here we have listed some simple steps that you need to follow to write a good business analysis report. Report writing is a major part of the business analysis process. In this section, you will learn how to write a report for your company:

Preparation

Presentation.

Obtain an overview of what you want to analyze in the business report . For example, if you are writing a business analysis report on how to improve customer service at an insurance company, you will want to look through all the customer service processes to determine where the problems lie. The more prepared you are when starting a project, the easier it will be to get results. Here is what your preparation should look like:

Set your goals

The first step in writing this document is to set your goals . What do you hope to accomplish with this paper? Do you need to assess the company’s finances? Are you looking for ways to make improvements? Or do you have outside investors who want to know if they should buy into the company? Once you know what your goal is, then you can begin setting up your project.

PRO TIP: How Well Are Your Marketing KPIs Performing?

Like most marketers and marketing managers, you want to know how well your efforts are translating into results each month. How much traffic and new contact conversions do you get? How many new contacts do you get from organic sessions? How are your email campaigns performing? How well are your landing pages converting? You might have to scramble to put all of this together in a single report, but now you can have it all at your fingertips in a single Databox dashboard.

Our Marketing Overview Dashboard includes data from Google Analytics 4 and HubSpot Marketing with key performance metrics like:

  • Sessions . The number of sessions can tell you how many times people are returning to your website. Obviously, the higher the better.
  • New Contacts from Sessions . How well is your campaign driving new contacts and customers?
  • Marketing Performance KPIs . Tracking the number of MQLs, SQLs, New Contacts and similar will help you identify how your marketing efforts contribute to sales.
  • Email Performance . Measure the success of your email campaigns from HubSpot. Keep an eye on your most important email marketing metrics such as number of sent emails, number of opened emails, open rate, email click-through rate, and more.
  • Blog Posts and Landing Pages . How many people have viewed your blog recently? How well are your landing pages performing?

Now you can benefit from the experience of our Google Analytics and HubSpot Marketing experts, who have put together a plug-and-play Databox template that contains all the essential metrics for monitoring your leads. It’s simple to implement and start using as a standalone dashboard or in marketing reports, and best of all, it’s free!

marketing_overview_hubspot_ga_dashboard_preview

You can easily set it up in just a few clicks – no coding required.

To set up the dashboard, follow these 3 simple steps:

Step 1: Get the template 

Step 2: Connect your HubSpot and Google Analytics 4 accounts with Databox. 

Step 3: Watch your dashboard populate in seconds.

Assess the Company’s Mission

It’s almost impossible to write a business analysis report without access to the company’s mission statement. Even if you don’t plan on using the mission statement as part of your business analysis summary, it can help you understand the company’s culture and goals. Mission statements are typically short and easy to read, but they may not include every area of focus that you want to include in your report.

Thus, it is important to use other sources when possible. For example, if you are writing a business analysis report for a small start-up company that is just beginning to market its product or service, review the company website or talk directly with management to learn what they believe will be most crucial in growing the company from the ground up.

Stakeholder Analysis

Who is your audience? Create the reader’s persona and tailor all information to their perspective. Create a stakeholder map that identifies all the groups, departments, functions, and individuals involved in this project (and any other projects related to this one). Your stakeholder map should include a description of each group’s role.

Review Financial Performance

Review the financing of the business and determine whether there are any potential threats to the company’s ability to meet its future financial obligations. This includes reviewing debt payments and ownership equity compared with other types of financing such as accounts receivable, cash reserves, and working capital. Determine whether there have been any changes in the funding over time, such as an increase in long-term debt or a decrease in owners’ equity.

Apart from reviewing your debt payments and ownership equity with other types of financing, wouldn’t it be great if you could compare your financial performance to companies that are exactly like yours? With Databox, this can be done in less than 3 minutes.

For example, by  joining this benchmark group , you can better understand your gross profit margin performance and see how metrics like income, gross profit, net income, net operating increase, etc compare against businesses like yours.

One piece of data that you would be able to discover is the average gross profit a month for B2B, B2C, SaaS and eCommerce. Knowing that you perform better than the median may help you evaluate your current business strategy and identify the neccessary steps towards improving it.

Instantly and Anonymously Benchmark Your Company’s Performance Against Others Just Like You

If you ever asked yourself:

  • How does our marketing stack up against our competitors?
  • Are our salespeople as productive as reps from similar companies?
  • Are our profit margins as high as our peers?

Databox Benchmark Groups can finally help you answer these questions and discover how your company measures up against similar companies based on your KPIs.

When you join Benchmark Groups, you will:

  • Get instant, up-to-date data on how your company stacks up against similar companies based on the metrics most important to you. Explore benchmarks for dozens of metrics, built on anonymized data from thousands of companies and get a full 360° view of your company’s KPIs across sales, marketing, finance, and more.
  • Understand where your business excels and where you may be falling behind so you can shift to what will make the biggest impact. Leverage industry insights to set more effective, competitive business strategies. Explore where exactly you have room for growth within your business based on objective market data.
  • Keep your clients happy by using data to back up your expertise. Show your clients where you’re helping them overperform against similar companies. Use the data to show prospects where they really are… and the potential of where they could be.
  • Get a valuable asset for improving yearly and quarterly planning . Get valuable insights into areas that need more work. Gain more context for strategic planning.

The best part?

  • Benchmark Groups are free to access.
  • The data is 100% anonymized. No other company will be able to see your performance, and you won’t be able to see the performance of individual companies either.

When it comes to showing you how your performance compares to others, here is what it might look like for the metric Average Session Duration:

how to create a job analysis report

And here is an example of an open group you could join:

how to create a job analysis report

And this is just a fraction of what you’ll get. With Databox Benchmarks, you will need only one spot to see how all of your teams stack up — marketing, sales, customer service, product development, finance, and more. 

  • Choose criteria so that the Benchmark is calculated using only companies like yours
  • Narrow the benchmark sample using criteria that describe your company
  • Display benchmarks right on your Databox dashboards

Sounds like something you want to try out? Join a Databox Benchmark Group today!

Examine the “Four P’s”

“Four P’s” — product , price , place, and promotion . Here’s how they work:

  • Product — What is the product? How does it compare with those of competitors? Is it in a position to gain market share?
  • Price — What is the price of the product? Is it what customers perceive as a good value?
  • Place — Where will the product be sold? Will existing distribution channels suffice or should new channels be considered?
  • Promotion — Are there marketing communications efforts already in place or needed to support the product launch or existing products?

Evaluate the Company Structure

A business analysis report examines the structure of a company, including its management, staff, departments, divisions, and supply chain. It also evaluates how well-managed the company is and how efficient its supply chain is. In order to develop a strong strategy, you need to be able to analyze your business structure.

When writing a business analysis report, it’s important to make sure you structure your work properly. You want to impress your readers with a clear and logical layout, so they will be able to see the strengths of your recommendations for improving certain areas of the business. A badly written report can completely ruin an impression, so follow these steps to ensure you get it right the first time.

A typical business analysis report is formatted as a cover page , an executive summary , information sections, and a summary .

  • A cover page contains the title and author of the report, the date, a contact person, and reference numbers.
  • The information section is backed up by data from the work you’ve done to support your findings, including charts and tables. Also, includes all the information that will help you make decisions about your project. Experience has shown that the use of reputable study materials, such as  StuDocu  and others, might serve you as a great assistant in your findings and project tasks.
  • A summary is a short overview of the main points that you’ve made in the report. It should be written so someone who hasn’t read your entire document can understand exactly what you’re saying. Use it to highlight your main recommendations for how to change your project or organization in order to achieve its goals.
  • The last section of a business analysis report is a short list of references that include any websites or documents that you used in your research. Be sure to note if you created or modified any of these documents — it’s important to give credit where credit is due.

The Process of Investigation

Explain the problem – Clearly identify the issue and determine who is affected by it. You should include a detailed description of the problem you are analyzing, as well as an in-depth analysis of its components and effects. If you’re analyzing a small issue on a local scale, make sure that your report reflects this scale. That way, if someone else reads your work who had no idea about its context or scope, they would still be able to understand it.

Explain research methods – There are two ways to do this. Firstly, you can list the methods you’ve used in the report to determine your actions’ success and failure. Secondly, you should add one or two new methods to try instead. Always tell readers how you came up with your answer or what data you used for your report. If you simply tell them that the company needs to improve customer service training then they won’t know what kind of data led you to that conclusion. Also, if there were several ways of addressing a problem, discuss each one and why it might not work or why it may not be appropriate for the company at this time.

Analyze data – Analyzing data is an integral part of any business decision, whether it’s related to the costs of manufacturing a product or predicting consumer behavior. Business analysis reports typically focus on one aspect of an organization and break down that aspect into several parts — all of which must be analyzed in order to come to a conclusion about the original topic.

The Outcome of Each Investigation Stage

The recommendations and actions will usually follow from the business objectives not being met. For example, if one of your goals was to decrease costs then your recommendations would include optimization strategies for cost reduction . If you have more than one suggestion you should make a list of the pros and cons of each one. You can make several recommendations in one report if they are related. In addition, make sure that every recommendation has supporting arguments to back them up.

Report Summary

Every business analysis report should start with a summary. It’s the first thing people see and it needs to capture their attention and interest. The report summary can be created in two ways, depending on the nature of the report:

  • If the report is a brief one, that simply gives a summary of the findings, then it can be created as part of the executive summary.
  • But if it’s a long report, it could be too wordy to summarise. In this case, you can create a more detailed overview that covers all the main aspects of the project from both an internal and external point of view.

Everything comes down to this section. A presentation is designed to inform, persuade and influence decision-makers to take the next action steps.

Sometimes a slide or two can make them change their mind or open new horizons. These days, digital dashboards are becoming increasingly popular when it comes to presenting data in business reports. Dashboards combine different visualizations into one place, allowing users to get an overview of the information they need at a glance rather than searching through a bunch of documents or spreadsheets trying.

Databox offers dynamic and accessible digital dashboards that will help you to convert raw data into a meaningful story. And the best part is that you can do it with a ‘blink of an eye’ even if you don’t have any coding or designs skills. There is also an option of individual report customization so that you can tailor any dashboard to your own needs.

Pre-made dashboard templates can be extremely useful when creating your own business analysis report. While examples serve as inspiration, templates allow you to create reports quickly and easily without having to spend time (and money) developing the underlying data models.

Databox dashboard templates come with some of the most common pre-built metrics and KPIs different types of businesses track across different departments. In order to create powerful business insights within minutes, all you need to do is download any of our free templates and connect your data source — the metrics will populate automatically.

Business Report Examples and Templates

Databox business dashboard examples are simple and powerful tools for tracking your business KPIs and performance. These dashboards can be used by executive teams and managers as well as by senior management, marketing, sales, customer support, IT, accounting, and other departments. If you are new to this kind of reporting, you may not know how to set up a dashboard or what metrics should be displayed on it. This is where a premade template for business dashboards comes in handy.

For example, this Google Ads Report Template is designed to give you a simple way to keep track of your campaigns’ performance over time, and it’s a great resource for anyone who uses Google’s advertising platform, regardless of whether they’re an SMB, an SME or an enterprise.

Google ads dashboard

KPI Report Examples and Templates

KPIs are the foundation of any business analysis, and they can come in a multitude of forms. While we’ve defined KPIs as metrics or measurements that allow you to assess the effectiveness of a given process, department, or team, there are a number of ways to evaluate your KPIs. Through the use of color-coding, user-friendly graphs and charts, and an intuitive layout, your KPIs should be easy for anyone to understand. A good way to do this is by having a dedicated business analyst on your team who can take on the task of gathering data, analyzing it, and presenting it in a way that will drive actionable insights. However, if you don’t have a dedicated analyst or don’t want to spend money on one, you can still create KPI reporting dashboards using free KPI Databox templates and examples .

For example, this Sales Overview template is a great resource for managers who want to get an overview of their sales team’s performance and KPIs. It’s perfect for getting started with business analysis, as it is relatively easy to understand and put together.

sales overview dashboard

Performance Report Examples and Templates

All businesses, regardless of size or industry, need to know how well they are performing in order to make the best decisions for their company and improve overall ROI. A performance dashboard is a strategic tool used to track key metrics across different departments and provide insight into the health of a business. Databox has a collection of 50+ Performance Dashboard Examples and Templates which are available for free download.

For example, if your business is investing a lot into customer support, we recommend tracking your customer service performance with this Helpscout Mailbox Dashboard which will give you insights into conversations, your team’s productivity, customer happiness score, and more.

Helpscout dashboard example

Executive Report Examples and Templates

An executive dashboard is a visual representation of the current state of a business. The main purpose of an executive dashboard is to enable business leaders to quickly identify opportunities, identify areas for improvement, pinpoint issues, and make data-informed decisions for driving sales growth, new product launches, and overall business growth. When an executive dashboard is fully developed, as one of these 50+ Databox Free Executive Examples and Templates , it offers a single view of the most important metrics for a business at a glance.

For example, you probably have more than one set of financial data tracked using an executive dashboard software : invoices, revenue reports (for accounting), income statements, to mention a few. If you want to view all this data in one convenient place, or even create a custom report that gives you a better picture of your business’s financial health, this Stripe Dashboard Template is a perfect solution for you.

Stripe dashboard

Metrics Report Examples and Templates

Choosing the right metrics for your business dashboard can be crucial to helping you meet your business objectives, evaluate your performance, and get insights into how your business is operating. Metrics dashboards are used by senior management to measure the performance of their company on a day-to-day basis. They are also used by mid-level managers to determine how their teams are performing against individual goals and objectives. Databox provides 50+ Free Metrics Dashboard Examples and Templates that you can use to create your company’s own dashboards. Each is unique and will depend on your business needs.

For example, if you are looking for ways to track the performance of your DevOps team, and get the latest updates on projects quickly – from commits, and repository status, to top contributors to your software development projects, this GitHub Overview Dashboard is for you.

GitHub overview dashboard

Small Business Report Examples and Templates

A lot of small business owners don’t realize how important it is to have a proper dashboard in place until they actually use one. A dashboard can help you track and compare different metrics, benchmark your performance against industry averages, evaluate the effectiveness of your marketing and sales strategies, track financials, and much more. So if you’re looking for a tool to help you measure and manage your small business’ performance, try some of these 50+ Free Small Business Dashboard Examples and Templates .

For example, this Quickbooks Dashboard template can help you get a clear understanding of your business’s financial performance, ultimately allowing you to make better-informed decisions that will drive growth and profitability.

Quickbooks dashboard

Agency Report Examples and Templates

Agency dashboards are not a new concept. They have been around for years and are used by companies all over the world. Agency dashboards can be powerful tools for improving your marketing performance, increasing client loyalty, and landing new clients. There is no single correct way to create an agency dashboard. Everyone has their own goals and objectives, which will ultimately determine which data points you choose to include or track using a client dashboard software , but with these Databox 100+ Free Agency Dashboard Examples and Templates you have plenty of options to start with.

For example, you can use this Harvest Clients Time Report to easily see how much time your employees spend working on projects for a particular client, including billable hours and billable amount split by projects.

Harvest Clients Time Report dashboard

Better Business Reporting with Databox

Business analysis is all about finding smart ways to evaluate your organization’s performance and future potential. And that’s where Databox comes in.

Databox can be a helpful tool for business leaders who are required to analyze data, hold frequent meetings, and generate change in their organizations. From improving the quality and accessibility of your reporting to tracking critical performance metrics in one place, and sharing performance metrics with your peers and team members in a cohesive, presentable way, allow Databox to be your personal assistant in these processes, minimize the burdens of reporting and ensure you always stay on top of your metrics game.

Sign up today for free to start streamlining your business reporting process.

Share on Twitter

Get practical strategies that drive consistent growth

How to Create an Analytical Report: 9 Best Practices

how to create a job analysis report

8 Best Reporting Tools in 2024

how to create a job analysis report

7 Key Product Management Metrics and KPIs to Track in 2024

Build your first dashboard in 5 minutes or less.

Latest from our blog

  • 23 Ways to Improve Your Landing Page Conversion Rates February 22, 2024
  • How to Create an Analytical Report: 9 Best Practices February 22, 2024
  • Metrics & KPIs
  • vs. Tableau
  • vs. Looker Studio
  • vs. Klipfolio
  • vs. Power BI
  • vs. Whatagraph
  • vs. AgencyAnalytics
  • Product & Engineering
  • Inside Databox
  • Terms of Service
  • Privacy Policy
  • We're Hiring!
  • Help Center
  • API Documentation

Pledge 1%

  • 8.5 Writing Process: Creating an Analytical Report
  • 1 Unit Introduction

Introduction

  • 1.1 "Reading" to Understand and Respond
  • 1.2 Social Media Trailblazer: Selena Gomez
  • 1.3 Glance at Critical Response: Rhetoric and Critical Thinking
  • 1.4 Annotated Student Sample: Social Media Post and Responses on Voter Suppression
  • 1.5 Writing Process: Thinking Critically About a “Text”
  • 1.6 Evaluation: Intention vs. Execution
  • 1.7 Spotlight on … Academia
  • 1.8 Portfolio: Tracing Writing Development
  • Further Reading
  • Works Cited
  • 2.1 Seeds of Self
  • 2.2 Identity Trailblazer: Cathy Park Hong
  • 2.3 Glance at the Issues: Oppression and Reclamation
  • 2.4 Annotated Sample Reading from The Souls of Black Folk by W. E. B. Du Bois
  • 2.5 Writing Process: Thinking Critically about How Identity Is Constructed Through Writing
  • 2.6 Evaluation: Antiracism and Inclusivity
  • 2.7 Spotlight on … Variations of English
  • 2.8 Portfolio: Decolonizing Self
  • 3.1 Identity and Expression
  • 3.2 Literacy Narrative Trailblazer: Tara Westover
  • 3.3 Glance at Genre: The Literacy Narrative
  • 3.4 Annotated Sample Reading: from Narrative of the Life of Frederick Douglass by Frederick Douglass
  • 3.5 Writing Process: Tracing the Beginnings of Literacy
  • 3.6 Editing Focus: Sentence Structure
  • 3.7 Evaluation: Self-Evaluating
  • 3.8 Spotlight on … The Digital Archive of Literacy Narratives (DALN)
  • 3.9 Portfolio: A Literacy Artifact
  • Works Consulted
  • 2 Unit Introduction
  • 4.1 Exploring the Past to Understand the Present
  • 4.2 Memoir Trailblazer: Ta-Nehisi Coates
  • 4.3 Glance at Genre: Conflict, Detail, and Revelation
  • 4.4 Annotated Sample Reading: from Life on the Mississippi by Mark Twain
  • 4.5 Writing Process: Making the Personal Public
  • 4.6 Editing Focus: More on Characterization and Point of View
  • 4.7 Evaluation: Structure and Organization
  • 4.8 Spotlight on … Multilingual Writers
  • 4.9 Portfolio: Filtered Memories
  • 5.1 Profiles as Inspiration
  • 5.2 Profile Trailblazer: Veronica Chambers
  • 5.3 Glance at Genre: Subject, Angle, Background, and Description
  • 5.4 Annotated Sample Reading: “Remembering John Lewis” by Carla D. Hayden
  • 5.5 Writing Process: Focusing on the Angle of Your Subject
  • 5.6 Editing Focus: Verb Tense Consistency
  • 5.7 Evaluation: Text as Personal Introduction
  • 5.8 Spotlight on … Profiling a Cultural Artifact
  • 5.9 Portfolio: Subject as a Reflection of Self
  • 6.1 Proposing Change: Thinking Critically About Problems and Solutions
  • 6.2 Proposal Trailblazer: Atul Gawande
  • 6.3 Glance at Genre: Features of Proposals
  • 6.4 Annotated Student Sample: “Slowing Climate Change” by Shawn Krukowski
  • 6.5 Writing Process: Creating a Proposal
  • 6.6 Editing Focus: Subject-Verb Agreement
  • 6.7 Evaluation: Conventions, Clarity, and Coherence
  • 6.8 Spotlight on … Technical Writing as a Career
  • 6.9 Portfolio: Reflecting on Problems and Solutions
  • 7.1 Thumbs Up or Down?
  • 7.2 Review Trailblazer: Michiko Kakutani
  • 7.3 Glance at Genre: Criteria, Evidence, Evaluation
  • 7.4 Annotated Student Sample: "Black Representation in Film" by Caelia Marshall
  • 7.5 Writing Process: Thinking Critically About Entertainment
  • 7.6 Editing Focus: Quotations
  • 7.7 Evaluation: Effect on Audience
  • 7.8 Spotlight on … Language and Culture
  • 7.9 Portfolio: What the Arts Say About You
  • 8.1 Information and Critical Thinking
  • 8.2 Analytical Report Trailblazer: Barbara Ehrenreich
  • 8.3 Glance at Genre: Informal and Formal Analytical Reports
  • 8.4 Annotated Student Sample: "U.S. Response to COVID-19" by Trevor Garcia
  • 8.6 Editing Focus: Commas with Nonessential and Essential Information
  • 8.7 Evaluation: Reviewing the Final Draft
  • 8.8 Spotlight on … Discipline-Specific and Technical Language
  • 8.9 Portfolio: Evidence and Objectivity
  • 9.1 Breaking the Whole into Its Parts
  • 9.2 Rhetorical Analysis Trailblazer: Jamil Smith
  • 9.3 Glance at Genre: Rhetorical Strategies
  • 9.4 Annotated Student Sample: “Rhetorical Analysis: Evicted by Matthew Desmond” by Eliana Evans
  • 9.5 Writing Process: Thinking Critically about Rhetoric
  • 9.6 Editing Focus: Mixed Sentence Constructions
  • 9.7 Evaluation: Rhetorical Analysis
  • 9.8 Spotlight on … Business and Law
  • 9.9 Portfolio: How Thinking Critically about Rhetoric Affects Intellectual Growth
  • 10.1 Making a Case: Defining a Position Argument
  • 10.2 Position Argument Trailblazer: Charles Blow
  • 10.3 Glance at Genre: Thesis, Reasoning, and Evidence
  • 10.4 Annotated Sample Reading: "Remarks at the University of Michigan" by Lyndon B. Johnson
  • 10.5 Writing Process: Creating a Position Argument
  • 10.6 Editing Focus: Paragraphs and Transitions
  • 10.7 Evaluation: Varied Appeals
  • 10.8 Spotlight on … Citation
  • 10.9 Portfolio: Growth in the Development of Argument
  • 11.1 Developing Your Sense of Logic
  • 11.2 Reasoning Trailblazer: Paul D. N. Hebert
  • 11.3 Glance at Genre: Reasoning Strategies and Signal Words
  • 11.4 Annotated Sample Reading: from Book VII of The Republic by Plato
  • 11.5 Writing Process: Reasoning Supported by Evidence
  • 12.1 Introducing Research and Research Evidence
  • 12.2 Argumentative Research Trailblazer: Samin Nosrat
  • 12.3 Glance at Genre: Introducing Research as Evidence
  • 12.4 Annotated Student Sample: "Healthy Diets from Sustainable Sources Can Save the Earth" by Lily Tran
  • 12.5 Writing Process: Integrating Research
  • 12.6 Editing Focus: Integrating Sources and Quotations
  • 12.7 Evaluation: Effectiveness of Research Paper
  • 12.8 Spotlight on … Bias in Language and Research
  • 12.9 Portfolio: Why Facts Matter in Research Argumentation
  • 13.1 The Research Process: Where to Look for Existing Sources
  • 13.2 The Research Process: How to Create Sources
  • 13.3 Glance at the Research Process: Key Skills
  • 13.4 Annotated Student Sample: Research Log
  • 13.5 Research Process: Making Notes, Synthesizing Information, and Keeping a Research Log
  • 13.6 Spotlight on … Ethical Research
  • 14.1 Compiling Sources for an Annotated Bibliography
  • 14.2 Glance at Form: Citation Style, Purpose, and Formatting
  • 14.3 Annotated Student Sample: “Healthy Diets from Sustainable Sources Can Save the Earth” by Lily Tran
  • 14.4 Writing Process: Informing and Analyzing
  • 15.1 Tracing a Broad Issue in the Individual
  • 15.2 Case Study Trailblazer: Vilayanur S. Ramachandran
  • 15.3 Glance at Genre: Observation, Description, and Analysis
  • 15.4 Annotated Sample Reading: Case Study on Louis Victor "Tan" Leborgne
  • 15.5 Writing Process: Thinking Critically About How People and Language Interact
  • 15.6 Editing Focus: Words Often Confused
  • 15.7 Evaluation: Presentation and Analysis of Case Study
  • 15.8 Spotlight on … Applied Linguistics
  • 15.9 Portfolio: Your Own Uses of Language
  • 3 Unit Introduction
  • 16.1 An Author’s Choices: What Text Says and How It Says It
  • 16.2 Textual Analysis Trailblazer: bell hooks
  • 16.3 Glance at Genre: Print or Textual Analysis
  • 16.4 Annotated Student Sample: "Artists at Work" by Gwyn Garrison
  • 16.5 Writing Process: Thinking Critically About Text
  • 16.6 Editing Focus: Literary Works Live in the Present
  • 16.7 Evaluation: Self-Directed Assessment
  • 16.8 Spotlight on … Humanities
  • 16.9 Portfolio: The Academic and the Personal
  • 17.1 “Reading” Images
  • 17.2 Image Trailblazer: Sara Ludy
  • 17.3 Glance at Genre: Relationship Between Image and Rhetoric
  • 17.4 Annotated Student Sample: “Hints of the Homoerotic” by Leo Davis
  • 17.5 Writing Process: Thinking Critically and Writing Persuasively About Images
  • 17.6 Editing Focus: Descriptive Diction
  • 17.7 Evaluation: Relationship Between Analysis and Image
  • 17.8 Spotlight on … Video and Film
  • 17.9 Portfolio: Interplay Between Text and Image
  • 18.1 Mixing Genres and Modes
  • 18.2 Multimodal Trailblazer: Torika Bolatagici
  • 18.3 Glance at Genre: Genre, Audience, Purpose, Organization
  • 18.4 Annotated Sample Reading: “Celebrating a Win-Win” by Alexandra Dapolito Dunn
  • 18.5 Writing Process: Create a Multimodal Advocacy Project
  • 18.6 Evaluation: Transitions
  • 18.7 Spotlight on . . . Technology
  • 18.8 Portfolio: Multimodalism
  • 19.1 Writing, Speaking, and Activism
  • 19.2 Podcast Trailblazer: Alice Wong
  • 19.3 Glance at Genre: Language Performance and Visuals
  • 19.4 Annotated Student Sample: “Are New DOT Regulations Discriminatory?” by Zain A. Kumar
  • 19.5 Writing Process: Writing to Speak
  • 19.6 Evaluation: Bridging Writing and Speaking
  • 19.7 Spotlight on … Delivery/Public Speaking
  • 19.8 Portfolio: Everyday Rhetoric, Rhetoric Every Day
  • 20.1 Thinking Critically about Your Semester
  • 20.2 Reflection Trailblazer: Sandra Cisneros
  • 20.3 Glance at Genre: Purpose and Structure
  • 20.4 Annotated Sample Reading: “Don’t Expect Congrats” by Dale Trumbore
  • 20.5 Writing Process: Looking Back, Looking Forward
  • 20.6 Editing Focus: Pronouns
  • 20.7 Evaluation: Evaluating Self-Reflection
  • 20.8 Spotlight on … Pronouns in Context

Learning Outcomes

By the end of this section, you will be able to:

  • Identify the elements of the rhetorical situation for your report.
  • Find and focus a topic to write about.
  • Gather and analyze information from appropriate sources.
  • Distinguish among different kinds of evidence.
  • Draft a thesis and create an organizational plan.
  • Compose a report that develops ideas and integrates evidence from sources.
  • Give and act on productive feedback to works in progress.

You might think that writing comes easily to experienced writers—that they draft stories and college papers all at once, sitting down at the computer and having sentences flow from their fingers like water from a faucet. In reality, most writers engage in a recursive process, pushing forward, stepping back, and repeating steps multiple times as their ideas develop and change. In broad strokes, the steps most writers go through are these:

  • Planning and Organization . You will have an easier time drafting if you devote time at the beginning to consider the rhetorical situation for your report, understand your assignment, gather ideas and information, draft a thesis statement, and create an organizational plan.
  • Drafting . When you have an idea of what you want to say and the order in which you want to say it, you’re ready to draft. As much as possible, keep going until you have a complete first draft of your report, resisting the urge to go back and rewrite. Save that for after you have completed a first draft.
  • Review . Now is the time to get feedback from others, whether from your instructor, your classmates, a tutor in the writing center, your roommate, someone in your family, or someone else you trust to read your writing critically and give you honest feedback.
  • Revising . With feedback on your draft, you are ready to revise. You may need to return to an earlier step and make large-scale revisions that involve planning, organizing, and rewriting, or you may need to work mostly on ensuring that your sentences are clear and correct.

Considering the Rhetorical Situation

Like other kinds of writing projects, a report starts with assessing the rhetorical situation —the circumstance in which a writer communicates with an audience of readers about a subject. As the writer of a report, you make choices based on the purpose of your writing, the audience who will read it, the genre of the report, and the expectations of the community and culture in which you are working. A graphic organizer like Table 8.1 can help you begin.

Summary of Assignment

Write an analytical report on a topic that interests you and that you want to know more about. The topic can be contemporary or historical, but it must be one that you can analyze and support with evidence from sources.

The following questions can help you think about a topic suitable for analysis:

  • Why or how did ________ happen?
  • What are the results or effects of ________?
  • Is ________ a problem? If so, why?
  • What are examples of ________ or reasons for ________?
  • How does ________ compare to or contrast with other issues, concerns, or things?

Consult and cite three to five reliable sources. The sources do not have to be scholarly for this assignment, but they must be credible, trustworthy, and unbiased. Possible sources include academic journals, newspapers, magazines, reputable websites, government publications or agency websites, and visual sources such as TED Talks. You may also use the results of an experiment or survey, and you may want to conduct interviews.

Consider whether visuals and media will enhance your report. Can you present data you collect visually? Would a map, photograph, chart, or other graphic provide interesting and relevant support? Would video or audio allow you to present evidence that you would otherwise need to describe in words?

Another Lens. To gain another analytic view on the topic of your report, consider different people affected by it. Say, for example, that you have decided to report on recent high school graduates and the effect of the COVID-19 pandemic on the final months of their senior year. If you are a recent high school graduate, you might naturally gravitate toward writing about yourself and your peers. But you might also consider the adults in the lives of recent high school graduates—for example, teachers, parents, or grandparents—and how they view the same period. Or you might consider the same topic from the perspective of a college admissions department looking at their incoming freshman class.

Quick Launch: Finding and Focusing a Topic

Coming up with a topic for a report can be daunting because you can report on nearly anything. The topic can easily get too broad, trapping you in the realm of generalizations. The trick is to find a topic that interests you and focus on an angle you can analyze in order to say something significant about it. You can use a graphic organizer to generate ideas, or you can use a concept map similar to the one featured in Writing Process: Thinking Critically About a “Text.”

Asking the Journalist’s Questions

One way to generate ideas about a topic is to ask the five W (and one H) questions, also called the journalist’s questions : Who? What? When? Where? Why? How? Try answering the following questions to explore a topic:

Who was or is involved in ________?

What happened/is happening with ________? What were/are the results of ________?

When did ________ happen? Is ________ happening now?

Where did ________ happen, or where is ________ happening?

Why did ________ happen, or why is ________ happening now?

How did ________ happen?

For example, imagine that you have decided to write your analytical report on the effect of the COVID-19 shutdown on high-school students by interviewing students on your college campus. Your questions and answers might look something like those in Table 8.2 :

Asking Focused Questions

Another way to find a topic is to ask focused questions about it. For example, you might ask the following questions about the effect of the 2020 pandemic shutdown on recent high school graduates:

  • How did the shutdown change students’ feelings about their senior year?
  • How did the shutdown affect their decisions about post-graduation plans, such as work or going to college?
  • How did the shutdown affect their academic performance in high school or in college?
  • How did/do they feel about continuing their education?
  • How did the shutdown affect their social relationships?

Any of these questions might be developed into a thesis for an analytical report. Table 8.3 shows more examples of broad topics and focusing questions.

Gathering Information

Because they are based on information and evidence, most analytical reports require you to do at least some research. Depending on your assignment, you may be able to find reliable information online, or you may need to do primary research by conducting an experiment, a survey, or interviews. For example, if you live among students in their late teens and early twenties, consider what they can tell you about their lives that you might be able to analyze. Returning to or graduating from high school, starting college, or returning to college in the midst of a global pandemic has provided them, for better or worse, with educational and social experiences that are shared widely by people their age and very different from the experiences older adults had at the same age.

Some report assignments will require you to do formal research, an activity that involves finding sources and evaluating them for reliability, reading them carefully, taking notes, and citing all words you quote and ideas you borrow. See Research Process: Accessing and Recording Information and Annotated Bibliography: Gathering, Evaluating, and Documenting Sources for detailed instruction on conducting research.

Whether you conduct in-depth research or not, keep track of the ideas that come to you and the information you learn. You can write or dictate notes using an app on your phone or computer, or you can jot notes in a journal if you prefer pen and paper. Then, when you are ready to begin organizing your report, you will have a record of your thoughts and information. Always track the sources of information you gather, whether from printed or digital material or from a person you interviewed, so that you can return to the sources if you need more information. And always credit the sources in your report.

Kinds of Evidence

Depending on your assignment and the topic of your report, certain kinds of evidence may be more effective than others. Other kinds of evidence may even be required. As a general rule, choose evidence that is rooted in verifiable facts and experience. In addition, select the evidence that best supports the topic and your approach to the topic, be sure the evidence meets your instructor’s requirements, and cite any evidence you use that comes from a source. The following list contains different kinds of frequently used evidence and an example of each.

Definition : An explanation of a key word, idea, or concept.

The U.S. Census Bureau refers to a “young adult” as a person between 18 and 34 years old.

Example : An illustration of an idea or concept.

The college experience in the fall of 2020 was starkly different from that of previous years. Students who lived in residence halls were assigned to small pods. On-campus dining services were limited. Classes were small and physically distanced or conducted online. Parties were banned.

Expert opinion : A statement by a professional in the field whose opinion is respected.

According to Louise Aronson, MD, geriatrician and author of Elderhood , people over the age of 65 are the happiest of any age group, reporting “less stress, depression, worry, and anger, and more enjoyment, happiness, and satisfaction” (255).

Fact : Information that can be proven correct or accurate.

According to data collected by the NCAA, the academic success of Division I college athletes between 2015 and 2019 was consistently high (Hosick).

Interview : An in-person, phone, or remote conversation that involves an interviewer posing questions to another person or people.

During our interview, I asked Betty about living without a cell phone during the pandemic. She said that before the pandemic, she hadn’t needed a cell phone in her daily activities, but she soon realized that she, and people like her, were increasingly at a disadvantage.

Quotation : The exact words of an author or a speaker.

In response to whether she thought she needed a cell phone, Betty said, “I got along just fine without a cell phone when I could go everywhere in person. The shift to needing a phone came suddenly, and I don’t have extra money in my budget to get one.”

Statistics : A numerical fact or item of data.

The Pew Research Center reported that approximately 25 percent of Hispanic Americans and 17 percent of Black Americans relied on smartphones for online access, compared with 12 percent of White people.

Survey : A structured interview in which respondents (the people who answer the survey questions) are all asked the same questions, either in person or through print or electronic means, and their answers tabulated and interpreted. Surveys discover attitudes, beliefs, or habits of the general public or segments of the population.

A survey of 3,000 mobile phone users in October 2020 showed that 54 percent of respondents used their phones for messaging, while 40 percent used their phones for calls (Steele).

  • Visuals : Graphs, figures, tables, photographs and other images, diagrams, charts, maps, videos, and audio recordings, among others.

Thesis and Organization

Drafting a thesis.

When you have a grasp of your topic, move on to the next phase: drafting a thesis. The thesis is the central idea that you will explore and support in your report; all paragraphs in your report should relate to it. In an essay-style analytical report, you will likely express this main idea in a thesis statement of one or two sentences toward the end of the introduction.

For example, if you found that the academic performance of student athletes was higher than that of non-athletes, you might write the following thesis statement:

student sample text Although a common stereotype is that college athletes barely pass their classes, an analysis of athletes’ academic performance indicates that athletes drop fewer classes, earn higher grades, and are more likely to be on track to graduate in four years when compared with their non-athlete peers. end student sample text

The thesis statement often previews the organization of your writing. For example, in his report on the U.S. response to the COVID-19 pandemic in 2020, Trevor Garcia wrote the following thesis statement, which detailed the central idea of his report:

student sample text An examination of the U.S. response shows that a reduction of experts in key positions and programs, inaction that led to equipment shortages, and inconsistent policies were three major causes of the spread of the virus and the resulting deaths. end student sample text

After you draft a thesis statement, ask these questions, and examine your thesis as you answer them. Revise your draft as needed.

  • Is it interesting? A thesis for a report should answer a question that is worth asking and piques curiosity.
  • Is it precise and specific? If you are interested in reducing pollution in a nearby lake, explain how to stop the zebra mussel infestation or reduce the frequent algae blooms.
  • Is it manageable? Try to split the difference between having too much information and not having enough.

Organizing Your Ideas

As a next step, organize the points you want to make in your report and the evidence to support them. Use an outline, a diagram, or another organizational tool, such as Table 8.4 .

Drafting an Analytical Report

With a tentative thesis, an organization plan, and evidence, you are ready to begin drafting. For this assignment, you will report information, analyze it, and draw conclusions about the cause of something, the effect of something, or the similarities and differences between two different things.

Some students write the introduction first; others save it for last. Whenever you choose to write the introduction, use it to draw readers into your report. Make the topic of your report clear, and be concise and sincere. End the introduction with your thesis statement. Depending on your topic and the type of report, you can write an effective introduction in several ways. Opening a report with an overview is a tried-and-true strategy, as shown in the following example on the U.S. response to COVID-19 by Trevor Garcia. Notice how he opens the introduction with statistics and a comparison and follows it with a question that leads to the thesis statement (underlined).

student sample text With more than 83 million cases and 1.8 million deaths at the end of 2020, COVID-19 has turned the world upside down. By the end of 2020, the United States led the world in the number of cases, at more than 20 million infections and nearly 350,000 deaths. In comparison, the second-highest number of cases was in India, which at the end of 2020 had less than half the number of COVID-19 cases despite having a population four times greater than the U.S. (“COVID-19 Coronavirus Pandemic,” 2021). How did the United States come to have the world’s worst record in this pandemic? underline An examination of the U.S. response shows that a reduction of experts in key positions and programs, inaction that led to equipment shortages, and inconsistent policies were three major causes of the spread of the virus and the resulting deaths end underline . end student sample text

For a less formal report, you might want to open with a question, quotation, or brief story. The following example opens with an anecdote that leads to the thesis statement (underlined).

student sample text Betty stood outside the salon, wondering how to get in. It was June of 2020, and the door was locked. A sign posted on the door provided a phone number for her to call to be let in, but at 81, Betty had lived her life without a cell phone. Betty’s day-to-day life had been hard during the pandemic, but she had planned for this haircut and was looking forward to it; she had a mask on and hand sanitizer in her car. Now she couldn’t get in the door, and she was discouraged. In that moment, Betty realized how much Americans’ dependence on cell phones had grown in the months since the pandemic began. underline Betty and thousands of other senior citizens who could not afford cell phones or did not have the technological skills and support they needed were being left behind in a society that was increasingly reliant on technology end underline . end student sample text

Body Paragraphs: Point, Evidence, Analysis

Use the body paragraphs of your report to present evidence that supports your thesis. A reliable pattern to keep in mind for developing the body paragraphs of a report is point , evidence , and analysis :

  • The point is the central idea of the paragraph, usually given in a topic sentence stated in your own words at or toward the beginning of the paragraph. Each topic sentence should relate to the thesis.
  • The evidence you provide develops the paragraph and supports the point made in the topic sentence. Include details, examples, quotations, paraphrases, and summaries from sources if you conducted formal research. Synthesize the evidence you include by showing in your sentences the connections between sources.
  • The analysis comes at the end of the paragraph. In your own words, draw a conclusion about the evidence you have provided and how it relates to the topic sentence.

The paragraph below illustrates the point, evidence, and analysis pattern. Drawn from a report about concussions among football players, the paragraph opens with a topic sentence about the NCAA and NFL and their responses to studies about concussions. The paragraph is developed with evidence from three sources. It concludes with a statement about helmets and players’ safety.

student sample text The NCAA and NFL have taken steps forward and backward to respond to studies about the danger of concussions among players. Responding to the deaths of athletes, documented brain damage, lawsuits, and public outcry (Buckley et al., 2017), the NCAA instituted protocols to reduce potentially dangerous hits during football games and to diagnose traumatic head injuries more quickly and effectively. Still, it has allowed players to wear more than one style of helmet during a season, raising the risk of injury because of imperfect fit. At the professional level, the NFL developed a helmet-rating system in 2011 in an effort to reduce concussions, but it continued to allow players to wear helmets with a wide range of safety ratings. The NFL’s decision created an opportunity for researchers to look at the relationship between helmet safety ratings and concussions. Cocello et al. (2016) reported that players who wore helmets with a lower safety rating had more concussions than players who wore helmets with a higher safety rating, and they concluded that safer helmets are a key factor in reducing concussions. end student sample text

Developing Paragraph Content

In the body paragraphs of your report, you will likely use examples, draw comparisons, show contrasts, or analyze causes and effects to develop your topic.

Paragraphs developed with Example are common in reports. The paragraph below, adapted from a report by student John Zwick on the mental health of soldiers deployed during wartime, draws examples from three sources.

student sample text Throughout the Vietnam War, military leaders claimed that the mental health of soldiers was stable and that men who suffered from combat fatigue, now known as PTSD, were getting the help they needed. For example, the New York Times (1966) quoted military leaders who claimed that mental fatigue among enlisted men had “virtually ceased to be a problem,” occurring at a rate far below that of World War II. Ayres (1969) reported that Brigadier General Spurgeon Neel, chief American medical officer in Vietnam, explained that soldiers experiencing combat fatigue were admitted to the psychiatric ward, sedated for up to 36 hours, and given a counseling session with a doctor who reassured them that the rest was well deserved and that they were ready to return to their units. Although experts outside the military saw profound damage to soldiers’ psyches when they returned home (Halloran, 1970), the military stayed the course, treating acute cases expediently and showing little concern for the cumulative effect of combat stress on individual soldiers. end student sample text

When you analyze causes and effects , you explain the reasons that certain things happened and/or their results. The report by Trevor Garcia on the U.S. response to the COVID-19 pandemic in 2020 is an example: his report examines the reasons the United States failed to control the coronavirus. The paragraph below, adapted from another student’s report written for an environmental policy course, explains the effect of white settlers’ views of forest management on New England.

student sample text The early colonists’ European ideas about forest management dramatically changed the New England landscape. White settlers saw the New World as virgin, unused land, even though indigenous people had been drawing on its resources for generations by using fire subtly to improve hunting, employing construction techniques that left ancient trees intact, and farming small, efficient fields that left the surrounding landscape largely unaltered. White settlers’ desire to develop wood-built and wood-burning homesteads surrounded by large farm fields led to forestry practices and techniques that resulted in the removal of old-growth trees. These practices defined the way the forests look today. end student sample text

Compare and contrast paragraphs are useful when you wish to examine similarities and differences. You can use both comparison and contrast in a single paragraph, or you can use one or the other. The paragraph below, adapted from a student report on the rise of populist politicians, compares the rhetorical styles of populist politicians Huey Long and Donald Trump.

student sample text A key similarity among populist politicians is their rejection of carefully crafted sound bites and erudite vocabulary typically associated with candidates for high office. Huey Long and Donald Trump are two examples. When he ran for president, Long captured attention through his wild gesticulations on almost every word, dramatically varying volume, and heavily accented, folksy expressions, such as “The only way to be able to feed the balance of the people is to make that man come back and bring back some of that grub that he ain’t got no business with!” In addition, Long’s down-home persona made him a credible voice to represent the common people against the country’s rich, and his buffoonish style allowed him to express his radical ideas without sounding anti-communist alarm bells. Similarly, Donald Trump chose to speak informally in his campaign appearances, but the persona he projected was that of a fast-talking, domineering salesman. His frequent use of personal anecdotes, rhetorical questions, brief asides, jokes, personal attacks, and false claims made his speeches disjointed, but they gave the feeling of a running conversation between him and his audience. For example, in a 2015 speech, Trump said, “They just built a hotel in Syria. Can you believe this? They built a hotel. When I have to build a hotel, I pay interest. They don’t have to pay interest, because they took the oil that, when we left Iraq, I said we should’ve taken” (“Our Country Needs” 2020). While very different in substance, Long and Trump adopted similar styles that positioned them as the antithesis of typical politicians and their worldviews. end student sample text

The conclusion should draw the threads of your report together and make its significance clear to readers. You may wish to review the introduction, restate the thesis, recommend a course of action, point to the future, or use some combination of these. Whichever way you approach it, the conclusion should not head in a new direction. The following example is the conclusion from a student’s report on the effect of a book about environmental movements in the United States.

student sample text Since its publication in 1949, environmental activists of various movements have found wisdom and inspiration in Aldo Leopold’s A Sand County Almanac . These audiences included Leopold’s conservationist contemporaries, environmentalists of the 1960s and 1970s, and the environmental justice activists who rose in the 1980s and continue to make their voices heard today. These audiences have read the work differently: conservationists looked to the author as a leader, environmentalists applied his wisdom to their movement, and environmental justice advocates have pointed out the flaws in Leopold’s thinking. Even so, like those before them, environmental justice activists recognize the book’s value as a testament to taking the long view and eliminating biases that may cloud an objective assessment of humanity’s interdependent relationship with the environment. end student sample text

Citing Sources

You must cite the sources of information and data included in your report. Citations must appear in both the text and a bibliography at the end of the report.

The sample paragraphs in the previous section include examples of in-text citation using APA documentation style. Trevor Garcia’s report on the U.S. response to COVID-19 in 2020 also uses APA documentation style for citations in the text of the report and the list of references at the end. Your instructor may require another documentation style, such as MLA or Chicago.

Peer Review: Getting Feedback from Readers

You will likely engage in peer review with other students in your class by sharing drafts and providing feedback to help spot strengths and weaknesses in your reports. For peer review within a class, your instructor may provide assignment-specific questions or a form for you to complete as you work together.

If you have a writing center on your campus, it is well worth your time to make an online or in-person appointment with a tutor. You’ll receive valuable feedback and improve your ability to review not only your report but your overall writing.

Another way to receive feedback on your report is to ask a friend or family member to read your draft. Provide a list of questions or a form such as the one in Table 8.5 for them to complete as they read.

Revising: Using Reviewers’ Responses to Revise your Work

When you receive comments from readers, including your instructor, read each comment carefully to understand what is being asked. Try not to get defensive, even though this response is completely natural. Remember that readers are like coaches who want you to succeed. They are looking at your writing from outside your own head, and they can identify strengths and weaknesses that you may not have noticed. Keep track of the strengths and weaknesses your readers point out. Pay special attention to those that more than one reader identifies, and use this information to improve your report and later assignments.

As you analyze each response, be open to suggestions for improvement, and be willing to make significant revisions to improve your writing. Perhaps you need to revise your thesis statement to better reflect the content of your draft. Maybe you need to return to your sources to better understand a point you’re trying to make in order to develop a paragraph more fully. Perhaps you need to rethink the organization, move paragraphs around, and add transition sentences.

Below is an early draft of part of Trevor Garcia’s report with comments from a peer reviewer:

student sample text To truly understand what happened, it’s important first to look back to the years leading up to the pandemic. Epidemiologists and public health officials had long known that a global pandemic was possible. In 2016, the U.S. National Security Council (NSC) published a 69-page document with the intimidating title Playbook for Early Response to High-Consequence Emerging Infectious Disease Threats and Biological Incidents . The document’s two sections address responses to “emerging disease threats that start or are circulating in another country but not yet confirmed within U.S. territorial borders” and to “emerging disease threats within our nation’s borders.” On 13 January 2017, the joint Obama-Trump transition teams performed a pandemic preparedness exercise; however, the playbook was never adopted by the incoming administration. end student sample text

annotated text Peer Review Comment: Do the words in quotation marks need to be a direct quotation? It seems like a paraphrase would work here. end annotated text

annotated text Peer Review Comment: I’m getting lost in the details about the playbook. What’s the Obama-Trump transition team? end annotated text

student sample text In February 2018, the administration began to cut funding for the Prevention and Public Health Fund at the Centers for Disease Control and Prevention; cuts to other health agencies continued throughout 2018, with funds diverted to unrelated projects such as housing for detained immigrant children. end student sample text

annotated text Peer Review Comment: This paragraph has only one sentence, and it’s more like an example. It needs a topic sentence and more development. end annotated text

student sample text Three months later, Luciana Borio, director of medical and biodefense preparedness at the NSC, spoke at a symposium marking the centennial of the 1918 influenza pandemic. “The threat of pandemic flu is the number one health security concern,” she said. “Are we ready to respond? I fear the answer is no.” end student sample text

annotated text Peer Review Comment: This paragraph is very short and a lot like the previous paragraph in that it’s a single example. It needs a topic sentence. Maybe you can combine them? end annotated text

annotated text Peer Review Comment: Be sure to cite the quotation. end annotated text

Reading these comments and those of others, Trevor decided to combine the three short paragraphs into one paragraph focusing on the fact that the United States knew a pandemic was possible but was unprepared for it. He developed the paragraph, using the short paragraphs as evidence and connecting the sentences and evidence with transitional words and phrases. Finally, he added in-text citations in APA documentation style to credit his sources. The revised paragraph is below:

student sample text Epidemiologists and public health officials in the United States had long known that a global pandemic was possible. In 2016, the National Security Council (NSC) published Playbook for Early Response to High-Consequence Emerging Infectious Disease Threats and Biological Incidents , a 69-page document on responding to diseases spreading within and outside of the United States. On January 13, 2017, the joint transition teams of outgoing president Barack Obama and then president-elect Donald Trump performed a pandemic preparedness exercise based on the playbook; however, it was never adopted by the incoming administration (Goodman & Schulkin, 2020). A year later, in February 2018, the Trump administration began to cut funding for the Prevention and Public Health Fund at the Centers for Disease Control and Prevention, leaving key positions unfilled. Other individuals who were fired or resigned in 2018 were the homeland security adviser, whose portfolio included global pandemics; the director for medical and biodefense preparedness; and the top official in charge of a pandemic response. None of them were replaced, leaving the White House with no senior person who had experience in public health (Goodman & Schulkin, 2020). Experts voiced concerns, among them Luciana Borio, director of medical and biodefense preparedness at the NSC, who spoke at a symposium marking the centennial of the 1918 influenza pandemic in May 2018: “The threat of pandemic flu is the number one health security concern,” she said. “Are we ready to respond? I fear the answer is no” (Sun, 2018, final para.). end student sample text

A final word on working with reviewers’ comments: as you consider your readers’ suggestions, remember, too, that you remain the author. You are free to disregard suggestions that you think will not improve your writing. If you choose to disregard comments from your instructor, consider submitting a note explaining your reasons with the final draft of your report.

As an Amazon Associate we earn from qualifying purchases.

This book may not be used in the training of large language models or otherwise be ingested into large language models or generative AI offerings without OpenStax's permission.

Want to cite, share, or modify this book? This book uses the Creative Commons Attribution License and you must attribute OpenStax.

Access for free at https://openstax.org/books/writing-guide/pages/1-unit-introduction
  • Authors: Michelle Bachelor Robinson, Maria Jerskey, featuring Toby Fulwiler
  • Publisher/website: OpenStax
  • Book title: Writing Guide with Handbook
  • Publication date: Dec 21, 2021
  • Location: Houston, Texas
  • Book URL: https://openstax.org/books/writing-guide/pages/1-unit-introduction
  • Section URL: https://openstax.org/books/writing-guide/pages/8-5-writing-process-creating-an-analytical-report

© Dec 19, 2023 OpenStax. Textbook content produced by OpenStax is licensed under a Creative Commons Attribution License . The OpenStax name, OpenStax logo, OpenStax book covers, OpenStax CNX name, and OpenStax CNX logo are not subject to the Creative Commons license and may not be reproduced without the prior and express written consent of Rice University.

The Tech Edvocate

  • Advertisement
  • Home Page Five (No Sidebar)
  • Home Page Four
  • Home Page Three
  • Home Page Two
  • Icons [No Sidebar]
  • Left Sidbear Page
  • Lynch Educational Consulting
  • My Speaking Page
  • Newsletter Sign Up Confirmation
  • Newsletter Unsubscription
  • Page Example
  • Privacy Policy
  • Protected Content
  • Request a Product Review
  • Shortcodes Examples
  • Terms and Conditions
  • The Edvocate
  • The Tech Edvocate Product Guide
  • Write For Us
  • Dr. Lynch’s Personal Website
  • The Edvocate Podcast
  • Assistive Technology
  • Child Development Tech
  • Early Childhood & K-12 EdTech
  • EdTech Futures
  • EdTech News
  • EdTech Policy & Reform
  • EdTech Startups & Businesses
  • Higher Education EdTech
  • Online Learning & eLearning
  • Parent & Family Tech
  • Personalized Learning
  • Product Reviews
  • Tech Edvocate Awards
  • School Ratings

How to Create an Index in Word

How to make a pasta bake, how to connect android to tv, how to improve a child’s handwriting, 3 ways to add a pin from a website on pinterest, how to be stubborn: 14 steps, 13 easy ways to fix an emotionally draining relationship, how to look like rory gilmore, how to compare handwriting samples, how to become a u.s. ambassador, how to write an industry analysis report.

how to create a job analysis report

An industry analysis report is a crucial document that provides detailed information about a specific industry’s performance, including its size, growth potential, trends, competitive landscape, and more. Crafting an insightful industry analysis report requires thorough research and a structured approach. This article will guide you through the step-by-step process of writing an effective industry analysis report.

1. Define the scope of the report

Start by identifying the industry you wish to analyze and determine the scope of your report. Are you focusing on a specific country or region? Are you targeting a particular segment within the industry? These questions will help you set boundaries and narrow down your research focus.

2. Gather data and information

After defining the scope, begin researching the industry using both primary and secondary sources. Collect information on market size, growth rates, trends, consumer behavior, key players, products and services available, challenges faced by the industry, emerging opportunities, regulations, etc.

Primary sources include interviews with experts and professionals in the field as well as surveys or questionnaires targeted towards consumers or businesses in the given industry. Secondary sources encompass published data such as market reports, statistics from government websites or agencies, trade publications, journal articles, and any other relevant online resources.

3. Conduct a PESTLE analysis

PESTLE (Political, Economic, Social, Technological, Legal, Environmental) analysis helps assess external factors affecting the industry’s performance. This analytical tool allows you to examine various macroeconomic factors that could impact growth potential and market dynamics.

4. Analyze market trends

Analyze current and emerging market trends influencing your chosen industry. Evaluate whether these trends present opportunities or challenges for businesses operating in this field. Some common trends include changes in consumer preferences, advancements in technology or innovations in product design.

5. Assess competition

Understanding the competitive landscape is crucial to evaluate both current and future competitiveness within the chosen market segment. Identify key players in the industry and examine their market share, performance, strengths and weaknesses, strategies, and target customers. Additionally, consider any potential entry barriers, such as high capital investments required or strong brand loyalty among consumers.

6. Identify opportunities and threats

Based on your research and findings, it is essential to list potential opportunities for growth or challenges facing the industry. Opportunities could include untapped market segments or emerging technologies that cater to consumer needs. Threats can range from increased competition to regulatory changes or unfavorable economic conditions that adversely impact businesses.

7. Synthesize findings and draw conclusions

Compile all collected data and observations into a coherent narrative to demonstrate valuable insights about the industry’s present situation and future outlook. Make recommendations for businesses operating in this industry or potential investors considering entering the market.

8. Organize and structure your report

Present your findings in a clear, logical format using headings and subheadings for easy navigation and comprehension. Include an executive summary at the beginning of the report, summarizing key points and conclusions for readers who may not have time to read the entire document. Add graphs, charts, and tables where appropriate to visualize data effectively.

By following these eight steps diligently, you will be able to create a comprehensive industry analysis report providing valuable insights into the market dynamics and prospects of future growth. It will serve as an essential resource for strategic decision-making for companies looking to enter or expand within a specific market segment.

How to Get a Runner’s High

3 ways to calm yourself before meeting ....

' src=

Matthew Lynch

Related articles more from author.

how to create a job analysis report

6 Ways to Distinguish Mennonites from Amish

how to create a job analysis report

4 Ways to Adjust Alexa Volume

how to create a job analysis report

How to Make a Virgin Mojito: 10 Steps

how to create a job analysis report

How to Solve Relationship Problems

how to create a job analysis report

How to Install Active Directory Users and Computers on Windows

how to create a job analysis report

How to Toilet Train a Parrot: 10 Steps

Advertisement

Supported by

Dozens of House Republicans Declare Trump’s Jan. 6 Actions Were Not Insurrection

More than 60 lawmakers signed onto the declaration as courts and state elections officials weigh whether the former president is eligible to hold office under the 14th Amendment.

  • Share full article

Representative Matt Gaetz speaks at a lectern flanked by a large group of politicians.

By Luke Broadwater

Reporting from the Capitol

As officials across the country consider whether to bar former President Donald J. Trump from the ballot over his role in the events of Jan. 6, 2021, a contingent of House Republicans are trying to bolster his claim that he did nothing wrong.

More than 60 Republicans — led by Representative Matt Gaetz of Florida and Representative Elise Stefanik of New York — said on Tuesday that they had signed onto a resolution declaring that Mr. Trump “did not engage in insurrection.”

The measure aims to influence courts and state election officials who are weighing whether Mr. Trump is eligible to hold office under the 14th Amendment’s ban on insurrectionists, an issue that is casting a cloud over the primary season and as Mr. Trump closes in on the Republican nomination. Senator J.D. Vance, Republican of Ohio, is introducing a companion measure in the Senate.

“It’s not the job of the states, and especially not the job of some bureaucrats in Colorado, to make this assessment and interfere with the rights of voters to cast their vote for the candidate of their choice,” Mr. Gaetz said at a news conference, flanked by fellow Republicans.

Mr. Trump has been disqualified from the ballot in Colorado and Maine. The Supreme Court has agreed to hear the former president’s appeal of the Colorado ruling, and arguments will begin on Thursday.

At issue is whether Mr. Trump is in violation of Section 3 of the 14th Amendment, which bars those who have taken an oath to support the Constitution from holding office if they then “shall have engaged in insurrection or rebellion against the same, or given aid or comfort to the enemies thereof.”

In 2021, the Democratic-controlled House impeached Mr. Trump for incitement of insurrection after he summoned a large crowd to Washington that ultimately attacked the Capitol and injured about 150 police officers. He was acquitted by the Senate, but he now faces criminal charges.

Mr. Trump has been charged in federal court in Washington and in state court in Georgia with having conspired to illegally overturn the 2020 election. Those cases have yet to go to trial.

The House Republican news conference brought together members of the party’s leadership and the far-right House Freedom Caucus. Representative Bob Good of Virginia, the Freedom Caucus chairman who endorsed Gov. Ron DeSantis of Florida’s failed bid for the Republican nomination, was there to show his support for Mr. Trump.

Criticizing the cases against Mr. Trump, Mr. Good condemned the Justice Department as the “Department of Injustice.”

“What more effective way to rig an election than to keep your opponent from being able to be on the ballot?” Mr. Good said.

For years, congressional Republicans have mounted a wholesale effort to rewrite the events of Jan. 6, downplaying or denying the violence and deflecting efforts to investigate it .

The news conference on Tuesday came as Mr. Trump continued to wield influence on Capitol Hill, pushing congressional Republicans to kill a bipartisan deal to enhance security at the southern border . But an impeachment vote against Alejandro N. Mayorkas, the homeland security secretary, failed in the House on Tuesday night.

Democrats and some law enforcement officials condemned Mr. Gaetz’s effort.

Michael Fanone, a former District of Columbia police officer who was badly injured in the mob violence of Jan. 6, called the resolution “a slap in the face to those of us who almost lost everything defending the Capitol on Jan. 6, including protecting some of the very members of Congress who are now attempting to rewrite history to exonerate former President Trump.”

“But no piece of paper signed by a group of spineless extremists will ever change the facts about that dark day,” Mr. Fanone said in a statement. “The insurrection was violent, it was deadly and it will happen again if we do not expunge the MAGA ideology that stoked the flames of insurrection in the first place.”

Luke Broadwater covers Congress with a focus on congressional investigations. More about Luke Broadwater

A Divided Congress: Latest News and Analysis

A Stern Warning: The head of the I.R.S. told the House Ways and Means Committee that proposed cuts to his agency’s budget would add to the national deficit in the long run  and pushed back against Republican claims that he had not been following the law.

Calling Republicans’ Bluf: Senator Chuck Schumer was wary of tying immigration policy to Ukraine aid, but he saw an opening to address a political liability for Democrats by flipping the border issue on Republicans .

Mark Green: The Republican chairman of the Homeland Security Committee announced that he would not run for re-election , just a day after the Tennessee congressman oversaw the impeachment of Alejandro Mayorkas, the homeland security secretary.

Racist Attacks: Republican members of Congress are increasingly using rhetoric that denigrates people based on ethnicity, religion or nationality. And their remarks often slip by without any real condemnation from their party .

Ukraine-Israel Aid Bill: Thanks in part to a forceful push by Senator Mitch McConnell , the Senate passed a $95 billion emergency aid bill  for Ukraine and Israel. But its fate in the House remains uncertain amid stiff Republican opposition .

IMAGES

  1. Job Analysis

    how to create a job analysis report

  2. FREE 10+ Sample Job Analysis Reports in PDF

    how to create a job analysis report

  3. Job Analysis Template

    how to create a job analysis report

  4. 18+ SAMPLE Job Analysis Reports in PDF

    how to create a job analysis report

  5. FREE 10+ Sample Job Analysis Reports in PDF

    how to create a job analysis report

  6. 20+ SAMPLE Job Analysis in PDF

    how to create a job analysis report

VIDEO

  1. Will AI take over Data Analyst Jobs?? 🤔

  2. Why Use a Job Analysis?

  3. JOB ANALYSIS TECHNIQUES (COM)

  4. Job Analysis Methods , Job Description , Job Specification and Problems of Job Analysis

  5. Creating Engaging Site Analysis Plans LIVE

  6. ASSIGNED REPORT FOR PROJECT STUDY

COMMENTS

  1. How To Perform A Job Analysis (2024 Guide)

    Review Employee Job Responsibilities. The first step is to review the roles and responsibilities for the specific position. Interview employees, supervisors and HR personnel to get an idea of ...

  2. Job Analysis: A Practical Guide [Free Template]

    Job analysis process steps Job analysis examples Job description vs job analysis What is job analysis? A job analysis is a systematic process of identifying and determining the responsibilities, requirements, and nature of a job in detail.

  3. Job Analysis

    For in-depth, step-by-step instructions for conducting a job analysis, please refer to Appendix G in the Delegated Examining Operations Handbook (PDF file). Training Presentations Welcome to opm.gov

  4. How To Conduct a Job Analysis

    1. Gather information about a position Observe and interview employees currently in the job position. Ask employees to describe the tasks they perform and encourage them to be as specific as possible when defining their responsibilities. Read through any manuals or written documents that currently define the position.

  5. Free Job Analysis Templates

    Word | PDF Job Safety Analysis Template A job safety analysis (JSA) helps identify and address potential hazards that might result from various job tasks. On this template, record the tasks or sequence of steps involved in a job, the potential dangers, and the actions that can be taken to control or remove the safety issues.

  6. How To Conduct An Effective Job Task Analysis In 8 Steps

    The short answer: no. A job task analysis takes a position-focused approach as the foundation for writing a better job description, improving performance appraisals, offering training programs, or otherwise developing a highly skilled and engaged workforce.

  7. 6 Critical Steps for Job Analysis: Find the Right Candidates

    Step 4: Conduct your analysis. Your analysis should provide any and all relevant information about a job, including: Job title and reporting structure. Hours per week and location of the job, including flexibility. Specific tasks completed in a typical workday (including their importance and complexities)

  8. How to Conduct a Job Analysis, And The Importance of Doing So

    A job analysis is the perfect opportunity to really assess what responsibilities are required in a role and what could be taken away or included providing the perfect setup to remove bad practices or inefficient uses of time which may have crept into the role over time.

  9. What is a Job Analysis?

    1 What Is A Job Analysis? 2 The 5 Benefits Of Performing A Job Analysis 3 How Do You Perform A Job Analysis? 4 The Step-By-Step Job Analysis Process 5 Before You Go: Job Analysis Best Practices To Keep In Mind What Is A Job Analysis? A job analysis is a dissection of a role within your company.

  10. How to Do a Job Analysis and Why It's Important

    A job analysis is an in-depth study of the tasks, responsibilities, skills, and soft skills needed to perform a job successfully. The job analysis should be conducted as the first step in the recruiting process. Writing the analysis helps you clarify your needs and expectations. It also pulls together the information you will need to write a ...

  11. PDF Job Analysis

    The building blocks of Job Analysis There are four main building blocks that create the foundation of a Job Analysis. All four must be laid out to create a solid Job Analysis. If any of the initial questions are not answered, then the Job Analysis cannot be completed. Building Block 1: What kinds of job data/information will be collected?

  12. How to Write a Job Analysis Report

    Start by developing the title for the role you're analyzing. Keep in mind that the industry may use several variations of the title. Have a list handy to which you can refer once you've determined the full scope of the job.

  13. 18+ SAMPLE Job Analysis Reports in PDF

    How to Write a Job Analysis Report FAQs What is the best job analysis method for an organization? What is the role of job analysis to a company? Who is responsible for creating job analysis? 18+ Sample Job Analysis Reports Sample Job Analysis Report download now Job Analysis Report for Examination Blueprints download now

  14. The Importance of Performing a Jobs Analysis (With Examples)

    A jobs analysis is crucial for defining the requirements of a job and finding the best candidates for a vacant position. A job analysis allows employees and managers to: Create more detailed and specific job descriptions; Write accurate job postings; Make good decisions when recruiting and hiring new employees

  15. How to perform a job analysis (and why it's important)

    How to perform a job analysis within an HR role. 1. Consider your timing and process. Also, consider the time frame you want to complete the job analysis. This helps keep you on track and provides you with a deadline you can notify your superior manager of so they know when to expect the full report. Once you have a considered layout, you can ...

  16. Job Analysis Report

    Job Analysis Report. You are looking for a specific job that best suits your college degree and personality. As you went through online job sites and even in classified ads, you came across that job you wanted. Read the qualifications and self-assessment. This is where a job analysis comes in. The ultimate goal of a job analysis is to aid in ...

  17. How to Write a Job Analysis and Description

    It should point out in broad terms the job's goals, responsibilities and duties. First, write down the job title and whom that person will report to. next, develop a job statement or summary ...

  18. What Is Job Analysis (With Importance and Example)

    Updated November 11, 2022 Job analysis is an effective process for determining the responsibilities and requirements of a role. Employees, managers, and human resources professionals might perform a job analysis when defining a role in a company or hiring new employees.

  19. How To Write a Report for Work (With Examples)

    4. Use concise and professional language. You should strive to use clear and concise language when writing your report. Try to get the point across as clearly and quickly as possible and use simple yet professional language. Avoid using "fluff" or wordy sentences when possible.

  20. Why job analysis is important, with real-world examples

    Real-World Examples of Job Analysis. Job Analysis in the Healthcare Industry. Job Analysis in the IT Sector. Job Analysis in the Manufacturing Industry. Job analysis is a crucial process that plays a significant role in managing human resources effectively. By examining the requirements, responsibilities, and qualifications associated with a ...

  21. How to Write a Business Analysis Report [Examples and Templates]

    A business analysis report examines the structure of a company, including its management, staff, departments, divisions, and supply chain. It also evaluates how well-managed the company is and how efficient its supply chain is. In order to develop a strong strategy, you need to be able to analyze your business structure.

  22. 8.5 Writing Process: Creating an Analytical Report

    Whenever you choose to write the introduction, use it to draw readers into your report. Make the topic of your report clear, and be concise and sincere. End the introduction with your thesis statement. Depending on your topic and the type of report, you can write an effective introduction in several ways.

  23. How to Write an Industry Analysis Report

    Crafting an insightful industry analysis report requires thorough research and a structured approach. This article will guide you through the step-by-step process of writing an effective industry analysis report. 1. Define the scope of the report. Start by identifying the industry you wish to analyze and determine the scope of your report.

  24. Business Analyst Job Description (With Examples)

    Example 1. Technical Business Analyst at DriveCentric. The above job description for a Technical Business Analyst relates to software analysis and includes several of the key functions of a ...

  25. Shellenberger: Brennan Oversaw The Manipulation Of Allies To Entrap

    According to these new reports, these were similar tactics the CIA used with the WMDs. This has severely wounded our body politic, warped our minds, and wrecked our trust in national security ...

  26. How To Write an Analysis (With Examples and Tips)

    Writing an analysis requires a particular structure and key components to create a compelling argument. The following steps can help you format and write your analysis: Choose your argument. Define your thesis. Write the introduction. Write the body paragraphs. Add a conclusion. 1. Choose your argument.

  27. Dozens of House Republicans Declare Trump's Jan. 6 Actions Were Not

    A Stern Warning: The head of the I.R.S. told the House Ways and Means Committee that proposed cuts to his agency's budget would add to the national deficit in the long run and pushed back ...